Planning is crucial for a successful outcome during the Retained Executive Recruitment process. Once terms are agreed and the initial retainer processed, I immediately arrange some time on site to speak with senior and relevant personnel. This is paramount in order to better understand the culture, the people I’ll be working with and the environment in which the successful candidate will be working in. I’ll need time with the CEO or chief decision maker to understand the further intricacies of the role, how the position has come to be and what they expect from the person when appointed and in situ.
Spending time with other senior personnel in your business will help me get a broad picture of the company and ensure I get the best fit for your company. I look at past performance and company growth over the last few years, changes in board/senior personnel, why and what impact it has had. Then I look at the job description and make sure it aligns with my findings. Making relevant recommendations if required.
I also look at your existing recruitment and interview process and ensure it best fits the role you are recruiting for. Again, making any recommendations. Where applicable I look at any profiling that is bench marked in the business and will use the same profiling tools for the successful hire of your key personnel. This suits many of my retained clients and enables me to align my services with your own processes, ensuring that as your recruitment partner, I become a seamless addition to your own business model and ultimately a trusted advisor.
Once this initial process has been thoroughly undertaken, I will then put a project plan in place to ensure that as my client, you understand what will happen and when. Once agreed, it will then be used as our joint timeline for progress.