The Talentmark Executive Search

Critical to any Executive Search assignment is the accuracy of the brief we take and our assessment of the required technical competencies and cultural fit. This is achieved through a detailed briefing meeting with the Recruitment team, normally including the line Manager to whom the new role will report, along with the in-house recruitment/HR specialist.

This meeting is followed up by a written proposal that serves as a fine-tuning discussion document ensuring common understanding of the role, its place in the company, and the related candidate requirements. Once agreed the search is initiated. The next stage of the process involves desk research to identify potential sources of candidates followed by preparation of a search plan that is implemented to generate a long list of potential contenders. These are then telephone screened, provided with a candidate brief if interested, and then, as appropriate, progressed to face-to-face, in-depth, interview. To ensure objectivity and consistency in candidate assessment, a behavioural-based interview methodology is employed.

During the search process we keep our client regularly informed on progress and on issues relating to market dynamics, within the related employment market sector, which may impact on the target assignment.

For those candidates worthy of further consideration by our client, a full and balanced report is submitted that compares the candidate to the agreed requirements profile. We then manage the process taking the short listed candidates through initial and subsequent interviews with the client, and ultimately ─ for the selected candidate ─ to job offer. We then assist our client in landing the chosen candidate(s).  

Executive Search can be an integral part of a wider Recruitment Process Outsourcing (RPO) solution and is often used in conjunction with other recruitment methodologies on a project-by-project basis.