Menü überspringen

Direct Search

 

Pleasure, Passion and Dedication

Research

...is a skill that needs to be learned.

...needs a systematic approach through a Target Company Analysis as well as flexible time management. 

Identification and Approach

The most successful way to fill vacant or newly created positions with the best managers is to approach them directly. Our client's aim and focus determine this approach.

Approach Executive Search – Direct Approach

1. Briefing phase

First contact, briefing conversation

In these first conversations we get to know our client, his business goal, corporate structure and processes, business culture, his core competences, growth plans, his management responsibilities, philosophy and style of leadership.
From his point of view the client portrays his business goals in view of the situation of the marketplace and the competition. Furthermore, he explains the organisational structure - current and future - and the existing management situation.

Proposal, order confirmation and search strategy

As a partner with long-time experience in consulting, we describe our understanding of the goals, structure and task of the position, the area of responsibility and the technical as well as personal qualifications for the future candidate. Based on this information, we put together our first suggestion for the search strategy.

Acceptance of the search strategy, company profile and position profile

The search strategy, the company profile and the position profile are summaries taken from conversations and subsequent findings. At the same time, the company profile and the position profile serve as a valuable informational and promotional document for the client and the future manager alike.

2. Direct Search

Identification, approach, telephone interviews, preselection, personal interview and confidential report

Identification of candidates (systematic investigation of the market)
Following our search strategy, the research team defines the companies in the relevant set and collects all information pertinent to the search. Top executives who meet the requirements are targeted and approached personally. To complete our survey and to obtain additional insigths about outstanding management personalities, we go in exchange with experts and insiders of the industry.

Interview phase, personal interview and appraisal

Qualified candidates who show an interest in the vacant position are invited to a personal interview.
We analyse and appraise the situation and motivation, the professional career, the professional competence, any potentialities as well as the personality of the interested candidates.
These analyses are included in our report that we call “Confidential Report”. Our clients and our team use that as a common basis for all further steps.

3. Positioning

Presentation, client's feedback, references and motivation analysis, client's decision, signing of a contract, phase of integration and coaching

Our team organises and moderates all conversations between client and candidate. Due to our personal presence we are able to consult both parties in the phases of decision-making.

Motivation Analysis and References

All candidates who go to a second meeting with our client participate in on of the most innovative Motivation Analysis from Prof. Dr. Steven Reiss. The candidates go through an evaluation interview and our client receives a summary of the analysis.
In agreement with the candidate, references are then obtained usually from former superiors. They complete our already elaborated information about the candidate's personality and technical and management abilities. For confidentiality reasons the reference report is given only to our client.

Consulting after signing the contract

We support both parties to contract signing and thereafter. We express cooperation with all conceivable positive intentions.

Support in Integration, Accompanying Phase and Coaching

After the candidate takes over the new position we regularly talk to our client and our candidate.
We accompany and support the new manager up to nine months into the new role based on findings from interviews and the Motivation Analysis.