10 steps to successfully complete an Executive Search task


One unobvious complexity of Executive Search for those who are not professionally recruiting is the deadlines. And not the timing of the selection – everything is clear with him, the search for TOP management can last longer than the involvement of a marketer, engineer and developer. It’s the matter of payment: the fee for leaving a new person can be received already after a trial period, because the new leader must have time to show good results, otherwise the warranty obligations of the recruiting agency come into force.

All this leads to the main thing – the Executive Search consultant needs to act quickly and very accurately in order to close the vacancy as soon as possible. There are 10 steps that have been developed that are more likely to lead him / her to success.

  1. Determine with the client when withdrawing an application: you need a strategist or operation officer, identify 5-7 key objectives and 3-5 main areas of responsibility
  2. Prescribe the profile of the future candidate and sign the final version with the client (it will remove a lot of headache, especially with international companies)
  3. Prepare the main message for a conversation with potential applicants, where to indicate the UTP of this proposal: change of city for residence (for example, why not leave cold winter Kiev in pleasant Portugal), conquer a new market for the famous TM, release a socially useful product. Don’t forget about money, but, as agency practice shows, their size is secondary
  4. Make a map of the search for candidates: from competitors where TOPs with similar skills work, to individual specialists known in the market. In Executive Search, working at speed is good, but carelessness can be too expensive.
  5. To think over additional tools where you can “hook” the right candidate: thematic events, communities in social networks (do not forget about telegrams), professional associations, publications and blogs
  6. Do not be afraid to maintain confidentiality in the first message, but to maintain flexibility in the discussion of the client-customer. Most likely your candidate knows the company that hunts him, therefore lies can push him away at the wrong time.
  7. Do not rely on online communication – try at all costs (within reasonable limits) to arrange a tête-à-tête meeting
  8. At the first meeting, identify soft skills. If the person is not “yours,” then at this stage it is worth taking a break. The top manager must fit in well with the team, otherwise he will not be delayed.
  9. If everything went well with the first stage, prepare questions from the client for the second meeting (it is very desirable that they be), a hypothetical case for determining the level of competence and all important information about the customer’s company. You should have a fruitful dialogue.
  10. Check the adaptation is not the first 10 days, but periodically be interested in a new employee, and the company is everything ok. In order not to seem too intrusive, you can do this every 3-4 months.