In
today's market place the high demand for individuals with specialist
skills and good personal qualities is incredibly high among the
most dynamic, forward-thinking companies. This would not be a problem
however the problem lies with the fact that there are more Companies
searching in the 'Executive Pool' than there are prized fish or
these prized fish are invariably not actively looking for a new
position.
Retained executive search consulting is appropriate
for hiring senior-level executives and when it is critical to hire
not just any qualified person, but the most qualified and appropriate
person to meet the challenges of the position in question.
Executive Search is a two way process where Phoenix Recruitment
are entirely committed to you, the client, and the client is expected
to be committed to us. This ensures the desired result.
The whole executive search process can be described as follows:
At a first meeting we carry out
a detailed analysis of the client's exact needs and draw up a
requirement profile for the position that needs to be filled.
An understanding of a company's strategic orientation and culture
and a definition of its corporate goals are the most important
prerequisites for an optimal search process. Our knowledge of
the company's position on the market rounds off this core information
and is integrated into the search process.
Opportunity Profile
Then we prepare an Opportunity
Profile which describes the client organization, details the nature
of the position, and highlights qualities and experience possessed
by the ideal candidate. The profile then is submitted to the Client
the approval.
Research
After that the
research is carried out beginning with identifying sources and
candidates. We access our database of potential candidates or
sources likely to provide leads, utilize a variety of reference
materials including business directories and association membership
lists, and gather names from our extensive network of industry
contacts. Internet and various specialized databases are also
used in our research.
Development of Prospective Candidates
and Initial Approach
Next step is to identify potential candidates who meet the criteria
in our Opportunity Profile and the initial approach. This step
includes mailing copies of the Opportunity Profile to the 100-300
people on our "target" mailing list, with phone calls
to follow up on high-potential sources or candidates.
Screening and interviewing of Potential
Candidates
As we receive the resumes of prospective candidates in response
to our mailing campaign and phone calls we start the narrowing
down process by creating the long list of candidates. This step
involves lots of telephone calls and interviews. As soon as the
long list is completed we arrange personal interviews with the
selected candidates. During these interviews, each candidate is
evaluated against the criteria as set forth in the Opportunity
Profile. We also evaluate the candidate's level of interest in
the position, compensation requirements, career goals and ambitions,
as well as his/her cultural and personal fit.
Reference Checking and Candidate’s
Profile Preparation
Unlike many recruitment companies, we conduct thorough reference
checks prior to presenting a candidate to a client, thereby reducing
the potential of having to remove a candidate from eligibility
once presented to the client.
After that a detailed profile for every candidate is prepared
which includes his/her CV, career progression, personality description
and evaluation of general fit for the position.
Candidate Introduction to Client and First
Client Interviews
The three or four most highly qualified candidates are then introduced
to our client, and interviews are conducted. The interviews are
followed by obtaining feedback from both the client and the candidate
so as to ensure that all the important issues are covered. If
there is any uncertainty between the candidate and the client
we assist in its resolution.
Final Client Interview
After the initial interview, the client may wish to interview
the top one or two candidates a second time. This helps the client
to make the final decision.
Offer Negotiations
At this stage the offer is prepared. We often assist our clients
in structuring a compensation package and help to resolve issues
such as relocation etc. After the client makes the offer, we seek
the candidate's reaction. If there is any hesitation in the candidate
accepting the offer, we help resolve any problems which might
prevent the offer from being accepted. Acting as a negotiator
we ensure that all questions and problems that arise between the
client and the candidate are resolved in the most amicable way.
On the acceptance of the offer the candidate concludes the employment
agreement with the company.
Follow –Up
Once the successful candidate starts his employment we follow-up
with him and the client to ensure the candidate’s successful
integration into the company so that company and candidate can
both achieve their goals.
