Executive search literally means “direct,” “target,” or “targeted” search.

Executive Search is a complex and lengthy method of seeking the best specialists, whose attention cannot be attracted by ads, who create businesses and business technologies, whose work is valued where they are currently engaged in, and, therefore, who are typically not interested in a new job.

Primary task of a recruitment consultant is an exact understanding of what the Customer needs. Detailed study and correct formulation of a direct personnel search and selection request is a big part of success in the whole process of attracting the very ideal candidate, who may be the only and the most successful one. That is why a consultant works closely with the Customer to prepare an accurate problem statement and position description.

When describing an ideal candidate for a particular position, many factors are taken into account: current market situation, compensation package (salary, bonuses and rewards, profit/revenue share, stock options, additional benefits) for similar positions, professional knowledge, personal characteristics, and job duties. Reasons for opening a vacancy, location of a position in a company’s hierarchical structure, and candidate growth prospects are very important. Company parameters are as important as candidate parameters. A consultant who selects executive personnel shall understand financial position, strategy, goals, organizational structure, management principles, corporate culture, and market position of respective company.

Market research

Upon establishing search criteria and parameters and having undertaken to select the best staff for the Customer, a consultant conducts research of the market, where potential candidates can successfully work. Market research starts from identification of its parameters: which companies operate in the market, whether it is limited by particular region.

A consultant uses wide range of resources for target search: personal and business relations in the industry, past experience, databases, reference information, Internet resources. As a result, a target market is formed, where potential candidates are identified within the list of companies where necessary candidates can work; contacts with such candidates are established to determine their qualifications and potential interest in the proposed position, detailed interviews are held with the most qualified and interested candidates. The purpose of an interview is to assess a candidate’s compliance with company requirements (professional skills, basic knowledge, practical experience, and career achievements) and corporate culture, evaluate their motivation to work under the company-defined terms, and tell the candidate about the company, explain all advantages and prospects of employment.

Thus, with a target personnel search and selection, a consultant not only assists in evaluating applicants and selecting the best candidate, but also helps in negotiations on a compensation package and other issues the solution of which ensures successful employment of the best candidate in the Customer’s company.