A crucial element in our business is to reduce any risk to our clients linked to personal assessments, and selections to be carried out for the recruitment and appointment processes.
Regardless of the service concerned, we will always establish a clear understanding of the client’s business and strategy, before commencing an assignment.
Executive Search is often used as a recruitment method when the post is crucial and critically important to the enterprise. Competition in general and in-house circumstances plays a role in processes of this kind and are, accordingly, taken into consideration. Approaches are made to potential candidates who would normally not respond to an advertisement of a post. Typically, these will be capable candidates at management level or who possess specialist competence within an area. Our advisers possess considerable networking skills used in processes such as these.
Advertising in print and digital media may be a preferred method for attracting candidates. This can be particularly effective when aiming at management or younger candidates with less work experience.
The following assumptions ought to be present when using this form of recruitment:
- The company is recognised as prominent and attractive employer
- The position is aimed at many potential candidates in the market
- The labour market works in relation to accessible resources and the desire for rotation
- The company has a desire to promote a media profile that has a positive message
Management Team Evaluation
In an intensified competitive situation, enterprises are always required to have necessary skills to crucial functions. We perform skills assessments and personality analyses on both individual and a group level. Often, processes like this are carried out in conjunction with acquisitions and mergers, including HR Due Diligence as an element in decision-making and evaluation.
E.g., when acquired a new senior manager, it may be appropriate to carry out an assessment of the management team’s collective skills profile and composition, not least with the intention of uncovering the team’s potential for development.
Recruitment of Board Members
Being a board member is associated with considerable responsibility and in general, the demands for a board/board member are increasing. Changes in legal practice, critical media, greater focus on corporate governance and stricter requirements in general, have all contributed to this.
Recruiting onto a board is comparable to traditional recruitment and selection processes, but includes a number of additional elements: Potential conflicts of interest, qualification issues and not the least, results of other board assignments must be clarified. The candidate is also assessed against the composition of the existing board.
Most assignments come from existing clients for whom changes in strategies and reorganisations may make it necessary to make competent employees redundant. Other people use the service to draw up career plans for key employees within the enterprise.
In such processes, the candidate’s background is charted and key skills identified. Our aim is to make the candidate more aware of his or her own skills and characteristics for succeeding in his or her further career.
Final Assessment of Short-Listed Candidates
Our clients often use us to quality assure their final selection when appointments are made. In circumstances of this type, the client produces a short-list of candidates by means of its own advertising or its own network. Often, it will be a matter of assessing in-house candidates in competition with external ones.
The selection process takes place by using written personality tests, in-depth interviews and reference checks prior to our giving an evaluation and opinion.