Phase 1 – Initialise the Search
Step 1: Develop client message
Interactive dialogue pertaining to market position, competitive landscape, organisational structure, corporate culture and value proposition.
Step 2: Define search requirements
Full needs analysis resulting in a written search assignment (position requirements, roles & responsibilities, benefits and compensation).
Step 3: Brief the firm
Each member of your search team is oriented to the agreed upon objectives of the search project.
Step 4: Create a search strategy
Compile a targeted list of sources most likely to identify appropriate candidates. These sources include networking with industry contacts, executive level contacts, database and original sourcing calls.
Phase 2 – Implement the search
Step 1: Identify potential candidates
Search team takes client message to market by contacting targeted source list.
Step 2: Interview and qualify prospects
Assess credentials, motivations, and career objectives and qualify achievements based upon client requirements.
Step 3: References
In-depth verification of work history, character reference with a number of different contacts including supervisors, peers, customers and direct reports.
Phase 3 – Candidate Selection
Step 1: Candidate Presentation
Verbal presentation of shortlist of qualified candidates.
Step 2: Client/Candidate Interviews
Coordinate and manage the logistics of the interview process. Pre and Post interview briefings with candidates and clients are conducted.
Step 3: Select final candidates
Interactive consultation with the client to narrow shortlist of finalists.
Step 4: Pre-offer preparation
Re-confirm compensation criteria, revisit counteroffer and start date availability. Confirm commitment to opportunity to ensure extended offer will result in acceptance.
Phase 4 – Extension and closure of the offer
Step 1: Offer presentation
Present components of offer inclusive of compensation (bonus, commission structure, stock, title, reporting structure, and start-date).
Step 2: Negotiation
Keeping client’s and candidate’s best interest in mind, securing final agreement of terms.
Step 3: Formal acceptance of offer
Obtain a signed offer letter. Manage candidate resignation process including written and verbal notice, counteroffer avoidance, etc..
Step 4: Follow-up
Track progress of resignation through successful integration within the new corporate environment.
Interested in executive search? contact one of our consultants on 1300 303 497 or submit a vacancy today.