Direct Search of Executives
The Direct Search of Efficiency Executive Search includes the following steps:Definition of Requirement Profile
The definition of the requirement profile is based on an extensive meeting with the management and the future superior of the candidate of the candidate. The profile is subdivided into a position and a candidate profile:
- The position profile describes the company, its culture and goals Furthermore the position is described including its main fields, responsibilities and its connection to the rest of the company and the targets are being clearly worked out.
- The candidate profile describes the qualification and personal criteria, which the ideal candidate should meet. ´Ideal’ in the sense of conformity between company requirements and manager qualifications.
List of Target Companies
- The creation of a target company list is based on profound knowledge of the specific client market and detailed industry information. The list contains all companies, in which suitable candidates will be found most likely. It forms the basis for an efficient and fast search process.
Research and Direct Approach
In coordination with our client and based on the many years of consulting experience we work out the most promising strategy for a systematic direct search.
- Our research departments put this strategy into action by collecting and making available all relevant and necessary data about target companies and persons. During this extensive research process we have full access to the contact and experience of our German and Chinese research departments as well as of our Indian research partner.
- After completion of the research process the identified target persons are approached.
Sourcing
- The consultants and partner of EES maintain numerous and intensive relations to the decisions makers from industry and trade as well as from the service sector. These relations, which have developed out of our consulting work, are strengthened and broadened systematically. Thus we are backed up by a network of experts from international business, who can help us with their experience and connections.
Personal Interview and Confidential Report
- We contact the candidates we have chosen during the process of research and sourcing confidentially. If there is conformity between the requirement profile and the qualifications, the candidate will be invited to an interview with the consultant.
- The consultant assesses the personality, the qualifications and the abilities as well as the strengths and weaknesses of the candidate in individually prepared interviews. Special attention is paid to motivation, reason why he wants to change his job and the suitability to take over the offered position.
- The result of the detailed evaluation of a candidate will be concluded in a confidential report by the consultant. By this means the client gets a detailed picture of the selected candidates and can decide, who of the candidates should be invited to a presentation.
- If requested by the client the consultant attends the presentation appointments at the client’s site. We consider it sensible to do so as it allows us to to promote at the moment of the first contact the mutual understanding taking the concerns of both sides into consideration.
- Particularly in international executive search projects knowing the national features we can have a clearing and balancing effect.
References
- Obtaining references serves as supplement and verification of the overall assessment and is obtained when both parties have demonstrated clear interest in a collaboration.
Integration
- If requested by the client our consultants will give a helping hand during the phase of the manager’s integration into the company. Especially during this sensitive starting up phase it is more likely to overcome arising difficulties with the help of a ‘neutral third party’.
