All of our executive search processes are based on your specific company profile and needs. We uncover every step of the process and report back to you in detail, as we step closer to the potential candidate. The following is a guideline and example of how we could approach an executive search in order to give you an idea of the work we put in this highly important choice for your company.
Initial phase – executive search
We commence the process by conducting an extensive executive eearch, identifying possible candidates. We apply our network and database of resumes to this phase. To ensure an accurate and value-adding pool of candidates, we apply an iterative approach to this phase and in close collaboration and with continuous feedback from you, we are able to narrow down the objectives of the search. This warrants a process where we are able to advice and inspire throughout the initial phase. All potential candidates are identified through screening and executive search of the market for candidates with the desired profile and personality.
Interview and presentation
We invite the best suitable candidates to a personal interview with Advised by. The candidates who match the profile from a professional as well as personal perspective will be offered a meeting with the hiring manager from your company. We employ a number of test systems that are selected according to the recruitment context. The selected tests are then conducted with the candidates selected in cooperation with you, to permit a relevant further dialogue.
Executive search – the further dialogue
Test feedback and further conversation regarding test results are then conducted with the candidates that have been selected for further dialogue. Candidates can be asked to prepare a case before the interview, and during the interview we reveal the candidates motives, motivations and considerations since the last interview. The candidate is also given the opportunity to inquire further about the role and leader, management style, organization, etc. This phase will clarify the strengths and opportunities of each candidate and enlighten how different candidates can add value to your organization.
Concluding phase and follow-up
When the ideal candidate is selected, we obtain references from previous employers. If everything is satisfactory, the contract negotiations continue. Advised by offers two or three follow-up meetings within the first 6 -12 months of employment. The meetings can be with both the leader and candidate or if preferred individual meetings.