Our aim is to capture the right audience for you, the customer. It’s not just about finding the right people; it’s actually about how they find you. At Selective Search we’ll support your plans and evoke responses to reach even the most passive of audiences. We completely understand the significance of corporate identity and we repeatedly strive to work in partnership to deliver you key personnel.
Executive Headhunting and Retained Searches
1. Initial client meeting
The hiring client meets with Selective Search to outline the recruitment brief, search requirements, timelines involved, future organizational strategy, mission, and to get an idea of corporate culture.
2. Deeper client analysis
After initial meet Selective Search will begin a more thorough analysis of the hiring company by identifying key opportunities for the new potential hire, by defining a candidate profile that fits into the corporate culture and organisational structure, often this stage includes meeting key executives at the hiring organisation.
3. Market analysis and creation of a candidate specification
Following this process, Selective Search will complete a deep analysis of the market and create a compelling executive job profile. Selective Search will outline the competitive environment and influence the type of executives our client will be looking for.
This process often includes a team of highly skilled researchers and results in a document that will be point of reference throughout the entire search process; the Candidate Specification. The Candidate Specification (or job description) will contain detailed information about the role, responsibilities, reason for the vacancy, the hiring client, key opportunities presented by the executive job and outline career and educational requirements.
4. Search strategy
This stage will include a deeper analysis of the market, outlining key companies they may wish to research for executive talent, and documenting all avenues that will be exploited in order to gain access to the top talent in the marketplace. The research tools that form part of the search strategy will often include their own database, Selective search (a database of senior executives, free to access for existing retained client searches), previously conducted market analysis, alternative internet sources such as social networks, and of course, their own network and contacts.
5. Name generation and candidate identification
Within the executive search industry, the process of creating an industry or function wide map of talent and long-list of potential candidates is known as ‘name generation’ or ‘talent mapping’. After they have a number of high potential executives listed (sometimes 100+), executive search consultants and researchers will begin qualifying the potential targets and identifying whether they are suitable candidates.
6. Approach, qualify and interview to create a short list
A series of internal meetings will continue throughout the candidate identification process and the number of potential candidates will be reduced to 10 at most. This shortlist is achieved through detailed interviews that discuss the specifics of the executive job, and explore the candidates’ background, competencies and interest in the role. Many of our clients apply their own specific methods of candidate qualification at this stage.
7. Basic referencing, present short list to the client
Before any candidate is presented to the client, Selective Search will complete basic background checking to verify their qualifications and executive career background. Provided there are no problems (modifications will be made if there are) the shortlist will be presented to the client, along with our initial interview pre-screening IP of the candidate shortlist.
8. Narrow and thorough referencing
Following meetings at the previous stage, the client will work with the Selective Search consultants to narrow the candidate shortlist to just 3-5 potential senior executives. At this stage Selective Search will begin thorough reference checks, and provide final thoughts on strengths and weaknesses about each candidate.
9. Offer and negotiation
After a series of interviews and consideration of external references, the client will select their preferred candidate and the process of salary and offer negotiation will commence. Often our search consultant will act as a mediator in this process to ensure both parties’ needs are being met.
10. On-boarding and integration
Finally Selective Search will assist with the integration (on-boarding) of the successful candidate into the workplace; the degree of involvement varies depending on the wishes of HR and any agreements made earlier in the search process.
Finally, even though the search has been successfully completed, Selective Search will continue to maintain close ties with the hiring client and senior executive hired to ensure long term satisfaction for both parties.
