Our Approach
Process is not unique as many recruitment companies proffer executive search services/products.
What is special is the discipline and rigour with which we indentify, approach, evaluate and ensure the well-matched executive is appointed. Strategic appointments demand no compromise in matching the management style, ethos, organisation culture, strategic objectives, ambition and values between appointee and organisation.
Insight and Analysis
Each executive recruitment assignment requires considerable stakeholder consultation. In each assignment we will consult with our client to ensure we have a full understanding of the position and the profile of the person best suited to this appointment. We can then ensure a full knowledge of the performance expectations, culture, vision, strategic objectives, business environment, competitive position and critical issues both for the business and the position to communicate an accurate picture for candidates and get a tight match with the company.
We will then create a background profile incorporating the job description and person specifications. To gain input and insights as to the characteristics of the position and person, we will meet with the Board, executive management reporting to the CEO position, and any others whom the Board considers will have a contribution to this analysis.
Our experience in undertaking this 360º evaluation enables us to objectively embrace the vested interest of those who may be applicants for the role. This information provides a clear, in-depth understanding of the ideal candidate’s competencies, attributes and qualities which are developed into a Competency Model. This becomes the benchmark in assessing the match with the candidates.
In establishing the position profile, we will also identify a remuneration structure for the CEO, including the level and nature of the fixed remuneration, the short term incentives and the long term performance rewards, possibly including options or other like mechanisms. We have advised Boards on the appropriate remuneration level and composition for their CEOs.
Research
We will undertake extensive research that is original and specific for this assignment. Our team identifies the target sectors in which we expect suitable candidates will be working and the roles they are holding. We use our extensive research capabilities and networks throughout New Zealand, Australia and abroad to identify the best people in these target sectors, particularly those that will bring the unique and special dimension to the appointment, the 'X' factor that will enhance their performance.
The majority of these contacts are established from fresh research information, not from prior contacts. The target is then enriched by our database of 20,000 executive candidates, along with our extensive networks across all sectors and industries.
Approaches
We initiate contact with high-quality, selected candidates. As you appreciate, these candidates, in most cases, are not planning employment changes but are attracted by the challenge and dimensions of the new role. We have a unique ability and track record to win over these 'A' class candidates. We will accurately represent the position and its environment as we approach the specific candidates we have identified.
Assessment and Reference Checking
We apply a rigorous competency-based interview and assessment process involving structured and unstructured discussions and evaluation techniques to define the top-class talent you expect benchmarked against the Competency Model established. We never appoint candidates who do not meet the high standard set even if they are the ‘best of the bunch’.
We bring experience and advice in dealing with internal candidates so they gain development options and valuable input for their future, whether or not they are successful in their application.
We ensure the attributes of candidates match the ideal requirements as closely as possible, particularly ensuring a very close fit with culture and business style. We have in-house expertise to undertake a psychological appraisal, but we believe it is best to use an independent associate to ensure objectivity and specialist assessment. Jean de Bruyne, of QED Services Limited, usually undertakes the psychological profiling of final candidates prior to appointment at the request of the client.
Candidates are thoroughly checked through the in-depth reference checking undertaken by our consultants, as past performance best predicts the likelihood of a candidate’s future success and performance.
Client/Candidate Communication
We will maintain a close dialogue with you to ensure you are kept abreast of the process and any issues that may arise. As a matter of process we formally report to our clients on a weekly basis. However, we will be discussing candidates and getting your opinions on a frequent basis, especially in pulling our shortlist together.
For each recommended shortlist candidate we provide a comprehensive candidate analysis of their match with the ideal profile.
As your recruitment partner we know that our actions reflect on your organisation. For this reason we maintain close communication with candidates and offer extensive feedback in order to maintain the reputation of your company as an employer of choice.