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Briefing  

Before accepting a contract we carry out a detailed briefing with one or more representatives of the client. In this briefing we discuss the offers and possible contract basics, in particular the following

  • The business, its philosophy and strategy
  • The position to be fulfilled and the requirements profile
  • The extent of responsibility, the organizational positioning, the focus of duties, and the reporting lines to the vacant position
  • The financial scope and the benefits of the vacant position
  • All the information relevant to the search and the occupied position that is necessary or helpful to conducting conversations with qualified and interested people in order to fulfill the contract.
  • The circle of people who should be closely involved in discussing interviews and introductory conversations for the vacant position.

Specifications Profile

On the basis of the briefings we work up a specifications profile that describes the expertise and personal qualities and core competencies of the ideal candidate. This profile contains:

  • Description of the company
  • Specifications profile and description of the vacant position
  • Focus of the duties and strategic goals of the position
  • Training- and personality-specific requirements for the candidate
  • Technical prerequisites and the ideal stages of professional development
  • Desired core competencies of the candidate

We determine this specifications profile with the client. Afterwards it becomes the binding basis for the HR advisory activity.

Search Process

The systematic search for a candidate includes the following steps:

  • Definition of a search strategy with:
    • Industries
    • Firms
    • Positions and levels of hierarchy
    • Functions
    • Under certain circumstances, geographical factors which may influence the search
  • Identification of the target industries and companies that are relevant and appropriate for the candidate search, in a “Target Firm List”
  • Identification of the potential candidates (“Research”)
  • Direct approach to the potential candidates (“Longlist”)
  • Selection of candidates for interviews with the client(“Shortlist”)

Interview Phase

Interviews

With people who appear to be appropriate for the position based on their professional experience (previous industry, business, position and function), and who are interested after the first exchange of views about the vacant position, we conduct a detailed conversation to determine their personal and technical qualifications for the position.

Shortlist and Pre-selection

After the first interview phase we make a pre-selection with attention to further information/details (“Shortlist”). We choose the most suitable candidates for the position (as a rule 3 to 5 candidates) and propose them for an initial round of interviews with the client.

Short Profile and Confidential Reports

We prepare a comprehensive written report (“confidential report”) or a shorter document (“short profile”) about the proposed candidate, which consists of the following elements:

  • Personal data
  • Training
  • Professional history and main emphasis of experience
  • Current position, salary and benefits
  • Evaluation of personal and technical qualifications

Introductory Interviews

We introduce our chosen candidates to our clients in an initial personal interview. We are also fundamentally involved in subsequent interviews between clients and candidates, in order to support our clients in evaluating candidates, to coordinate the respective discussion between both parties, and to prepare a professional contract.

Reference Check

After both sides express a concrete interest, we round out the evaluation of the promising candidates with a comprehensive reference check and at least two personal reference interviews with independent referees. At the wish of the client we will document a reference in writing.

Final Selection, Drafting of Contracts and Employment

The selection of a candidate will be based on discussions between the client and the candidates we’ve introduced, as well as on the obtained references. We support the client and the candidates through the decision-making process and through the contract negotiations.

Integration of the Newly Hired Executive

At the wish of the client we, as neutral industry experts and knowledgeable contacts, can support the integration of the new executive. Any difficulties with integration can be addressed and overcome within the framework of these discussions. If the client and candidate wish, we can suggest qualified partners for integration coaching.