Whilst most retained assignments will focus on one method or the other, it is sometimes most effective to bring together the advantages of both Advertised Selection and Executive Search. Where, for example, the role requires a skill set that could be found in any one of a number of sectors but experience in the client’s own sector would be particularly attractive, search alone might produce a very limited shortlist and advertising alone may miss some very attractive individuals.
When, after a thorough Briefing Meeting with our client, we recommend combining the power of both methods, we will advise on media, write copy, handle the ad placement, prepare a target list of organisations for the search, and identify management structures in those organisations. In other words, the full power of the two plus the combined experience and expertise of Dickinson Smith Buss and our specialist business partners will be focused on finding and attracting appropriate candidates.
From there, we move into our full retained consultancy approach:
Preparing a Candidate Briefing Document comprising background on our client, full job description, candidate specification and benefits statement, which is used with candidates at the interview stage but which also forms the basis for agreeing the detailed brief with our client;
Receiving and sorting the response to the advertisements; inviting suitable candidates for interview and turning down/holding the others;
Identifying which of the interested candidates from the search should be fully briefed and met with face-to-face;
Conducting an in-depth, structured interview with each of the selected candidates, from whatever source, in which they are assessed in detail against the key success criteria for the role, as set out in the brief;
Recommending a shortlist of the best candidates (and only those we believe are capable of doing the job);
Producing full reports on those you agree to meet, which will summarise their strengths but also highlight any areas for further investigation or where we believe there is still room for development;
Arranging the shortlist interviews; assisting the selection process, as necessary, through advice on structure for the shortlist interviews, for example, and attendance on the day, if required;
Briefing and de-briefing candidates before and after those meetings; assisting as required in the final selection process; supporting the negotiations with the preferred candidate whilst 'keeping warm' any reserves;
Generally doing whatever we can to ensure a successful outcome, including all candidate management and communication; providing regular feedback of progress throughout the assignment, either verbally or by e-mail;
And keeping going with the process until we get a successful outcome or you tell us to stop.
