In the labor market, you can find a sufficient number of good specialists. Significantly fewer specialists applying for a "very good" rating. There are very few examples excellent, but they are. You can find it using the special technology Executive Search, which has five differences in comparison with recruiting. It should be noted that this technology is used to select only top-level personnel, and the selection is carried out by covering all possible candidates, regardless of their desire or unwillingness to change activities.
Customer
In the ordinary search for employees through recruiting agencies, the search is coordinated by the personnel body of the company. In Executive Search, the initiator of search actions, as a rule, is the owner of the company, or a top manager, interacting with the consultant as partners.
Formulation of the problem
The initial information in the work of recruiting agencies is a specific contract, which clearly spells out the requirements for the desired specialist. The duties of a recruiter include the search for several applicants with the qualities specified in the contract. The Executive Search consultant has such a contract, it is also called a brief, it is not always available. And if it is, it is often a formal document that cannot be considered a guide to action. Here, an Executive Search specialist is consulted for a request to analyze the current situation and propose a solution based on the analysis. And only after a comprehensive and thorough study, the required brief, focused on the search for a specific person, can be born.
Requirements for a candidate
Looking for a mid-level employee, our specialists at the GlobalStaff recruiting agency, engaged in the selection of personnel of various levels of training and in any field of activity, pay attention to experience, possession of certain skills, the availability of appropriate education and existing achievements. The search for top managers requires more filigree work. Here it is necessary to pay attention to the candidate's socio-psychological communicative, leadership, team, public skills that a leader should possess based on the specific situation. In this case, experience is not the most basic selection parameter, more important is the applicant’s ability to quickly respond to a particular situation, making timely and informed decisions.
Depth of development and timing
Executive Search - this is a deep search with maximum coverage of the entire market and even several countries and continents. First, all applicants presented on the market are considered, then those who most meet the necessary requirements are selected. Information about each selected one is repeatedly verified through several sources. For a more objective assessment, experts are involved. This is a fairly lengthy process. But it will reduce the risks of hiring random people.
Candidate Motivation
It is very important to seriously motivate the selected candidate. Moreover, motivation should be seriously considered. Not everyone will quit their native work in pursuit of mythical career growth.
The Executive Search consultant must determine in advance the candidate’s dreams and aspirations in order to bring him what he wants “on a silver platter”.
So, Executive Search specialists act precisely as consultants, providing assistance in solving personnel problems. They are not looking for people, but solutions.
DUNS Number: 52-097-9684
NCAGE Number: A3G0J