A special position requires a special candidate. A candidate who takes the company further and has future orientated competences. A candidate who already has a good position and therefore has to be approached carefully. For a position that might not (yet) be public vacant. We love working with these kind of assignments. We work discretely towards the outside world, but we strive for transparency with the involved parties to ensure the best collaboration. This takes a lot of time and attention, but we are fully committed to this.
Our approach to EXECUTIVE SEARCH
Step 1: the intake interview.
We are curious about the culture of your company and the nature of the work. That is why we would like to call you first, in order to get to know each other and to asses how we can help.
Step 2: the selection profile.
The job profile has been determined, but we will not get started yet. First we’ll translate the job description into a selection profile so that we know who we are looking for. Whenever necessary, we work discretely and we will not publicly advertise the vacancy within our network. Trust is the basis of our cooperation, hence we will handle this kind of information with care.
Step 3: the search strategy.
Strategy is key. Therefore, we will start by preparing a search strategy. We start by choosing the best sources and we’ll get to work. After approaching several candidates, we will draw up a long list. Subsequently we will have an interview with all these candidates by phone. After having an interview with these candidates we will draw up a short list of those we find suitable. Candidates on this list are invited to visit us for a personal interview. Here they will be screened for the position. Ultimately we will propose a maximum of three candidates.
Step 4: the first interview.
The three candidates will come to your office to meet the manager or the responsible HR officer. If necessary, we will enter the dialogue. After this interview we would like you to give us feedback about the experience you’ve had. At this stage we will also contact the former employer of the candidate. We will share the feedback of all interviews with both parties.
Step 5: the second interview.
The second interview is conducted with the parties directly involved and possibly in the presence of future colleagues. In this stage we will also conduct a personality test and let the candidate make a business case.
Step 6: Administration.
After the second interview, the final candidate will receive the proposal. We will take care of the administrative process between the client and the candidate. This way we keep up the pace and there will be no unnecessary delays.
Step 7: Candidate in service.
Once all steps have been completed, the candidate is hired. This doesn’t mean that our ways part here. We will keep monitoring and offer the candidate coaching until the end of the probationary period. After six months we will evaluate the collaboration with the management (team) and the candidate before we wish you all the luck and our ways part.
Would you like access to this network? Please contact us.