Executive Search: New Zealand and Globally

What We Do:

• We research, we use process and we’re methodical.
• Our process commences with a detailed discussion of the recruitment issue with several key people in the client organisation, including the hiring manager. We rely on a detailed position description, key performance indicators and other factors to determine a candidate’s success in the role. We also obtain the names of candidates already considered, ‘no go’ areas and other key parameters or critical issues that may impact on the project.
• We then start developing potential candidate lists through network and database investigation, and by targeting organisations identified as likely employers of potential candidates. Through a process of research, cross checks and industry evaluations a long list of potentially qualified candidates is formed.
• From this research we develop our candidate shortlist of between one and five names.
• Our shortlist is discussed with our client’s hiring manager. We then refine that list through structured interviews where we conduct a thorough evaluation of each candidate’s suitability for, and interest in, the position.
• At this point, we may use formal assessment tools to create a profile of the candidate and his/her suitability in meeting the goals the client has outlined.
• We identify the prime candidates to be presented to a client for interviews. We may present a candidate synopsis, the candidate’s original resume, a candidate competency scorecard, and a candidate comparison document in complex searches.
• We also undertake a series of reference checks, confirm academic records, confirm aspects of responsibility and performance, cover any concerns raised in the interview process and provide an insight on how to manage the candidate successfully.
• Staying actively involved through the negotiation process we act as a mediator. We work to ensure all issues relevant to fulfilling the hire are being addressed and assist all parties to a meeting of minds.
• Post-appointment, we maintain a close contact with both the appointee and the hiring manager to ensure all are satisfied with the process and outcome throughout our warrantee period. We can also provide very specific coaching, onboarding, on issues important to the company he or she has joined.

You get tried-and-true processes, market and competitive intelligence, assessment services and management consulting.

What We Won’t Do:

• Present a candidate to more than one client at a time.
• Learn the basic facts about your job vacancy, scan known candidates and submit their resumes as quickly as possible. Which we feel is unprofessional.
• Submit resumes to the role without your, or the candidate’s consent.
• Rely solely on job boards or candidates who are active job seekers and have responded to posted job advertisements.
• Work with a large number of job openings, use a database of known candidates, look for matches and send those candidates’ resumes, as many as possible, to you for possible interviews.
• Sell you a candidate just to be paid. As retained executive search specialists we get paid for the process of identifying and selecting the best candidate; we are very particular about whether an individual is the right choice.
• Convince you to hire just any qualified person. We work to find the most qualified person who fits your organisation.
• Approach candidates we have placed with you and submit them to other clients.
• Withhold information that we are aware of that could impact on your hiring decision.

On occasions, we may suggest that we are not the best option for the particular project, and we would happily recommend an alternative solution if it felt this is best for the client.