For an executive search firm, the talent acquisition process involves various stakeholders, methods, tools and metrics but the actual steps varies little from one executive search firm to another.
The journey starts when an organization gets on a executive firm on board and it ends when the selected candidate joins. The typical steps of the recruitment and selection process vary depending on the role and company. But, most teams including ours follow the steps process:
Step 1 : Initial Client Meeting
This is one of the most important step. In this meeting, the search requirements are outlined, timelines are mutually decided, future organizational strategy and mission are discussed, and the search firm gets an idea of the corporate culture.
Step 2 : Deeper Client Analysis
The executive search firm will then begin a more thorough analysis of the organization, identifying key opportunities for the new executive, and defining a candidate profile that fits into the corporate profile
Step 3 : Market Analysis And Creation Of A Candidate Specification
Following this process, the executive search firm will complete a deep analysis of the market and create a compelling executive job profile.
Step 4 : Search Strategy
This stage will include a deeper analysis of the market, outlining key companies they may wish to research for executive talent, and documenting all avenues that will be exploited in order to gain access
Step 5 : Name Generation & Candidate Identification
The process of creating an industry/function wide map of talent and long-list of potential candidates is known as ‘name generation’ or ‘Talent Mapping‘
Step 6 : Approach, Qualify And Interview To Create A Short List
A series of internal meetings will continue throughout the candidate identification process and the number of potential candidates will be reduced to 10 at most.
Step 7 : Basic Referencing, Present Short List To The Client
Before any candidate is presented to the client, search firms will complete basic background checking to verify their qualifications and executive career backgrounds.
Step 8 : Narrow To 3-5, Thorough Referencing
The client will work with the search consultants to narrow the candidate shortlist to just 3-5 potential senior executives and do a thorough reference check.
Step 8 : Offer & Negotiation
After a series of interviews and consideration of external references, the client will select their preferred candidate and the process of salary and offer negotiation will commence.
Step 9 : Onboarding & Integration
The search firm will assist with the integration (onboarding) of the successful candidate into the workplace – the degree of involvement varies depending on HR and agreements made earlier
- Finally, although the search has been successfully completed, A executive search firm like Pipal Tree Services would continue to maintain close ties with the hiring client and senior executive to ensure long term satisfaction for both parties.