Contact us - 01275 375588
or george.woodward@novoexec.com
Identifying exceptional talent through Executive Search
Executive Search
Executive search is a "no compromise approach" and is about gaining access to and timely placement of key individuals. It is without question the methodology of choice for the identification and recruitment of high calibre professionals with specific skills.
Our sector experience includes:
The ability to make insightful decisions about people is the most enduring source of competitive advantage. Executive search concentrates on helping clients achieve this advantage through the identification, assessment and recruitment of the most talented business leaders.
Our executive search process will give you access to the broadest possible pool of candidates with the appropriate skills. We target relevant companies and ascertain organisational structures, proactively identifying the most appropriately skilled individuals. We then approach and assess them directly, using competency-based interviewing models. Our consultants are passionate about ensuring that hired candidates make a positive impact that exceeds our clients' expectations.
Our dedicated executive research team will handle the initial identification of potential candidates and make contact to discuss the opportunity in depth. Our researchers and consultants pinpoint high quality candidates and generate exceptional shortlists to meet our clients specifications.
Our data management software system, "Libero", was created to allow us to access our firm's knowledge and know-how for the benefit of clients. We fully use and apply these tools in every assignment to assure quality and comprehensiveness. This adaptable project management capability ensures we can track the progress of all executive search assignments from inception through to completion.
This methodology is most effective when clients are looking to attract high calibre candidates with specific skills.
The strength of this approach is that it identifies the very best people, with specific skills; it is in no way reliant on candidates being active job seekers. The benefit to clients is that it gives them access to the very best and not just the best available.
The approach relies upon a closely defined specification and target marketplace.
Improving results from a recruitment campaign
Appointing top quality professionals for your business is crucial. Here are a few useful tips for making sure that you get the very best out of the process to ensure that you get the right person for your company.
- Be as involved in the recruitment process as possible from day one
- Make sure you have a single point of contact with your executive consultant with regular weekly updates
- Schedule candidate interview dates at the start of the recruitment project
- Avoid cancelling or re-scheduling interviews
- Give interview feedback in an open, honest and timely way
- Arrange second interviews promptly and without too much delay
- Make sure you agree a clear action plan during the post-offer, pre-start phase to counteract the pressures exerted to stay with current employer
Our recommendation: What should happen between the offer date and start date?
The period of time between making an offer and the candidate joining your company is crucial. To minimise potential difficulties during this period we offer the following advice:
- Speak with your successful candidate regularly
- Send regular correspondence such as newsletters and emails to the candidate
- Arrange a specific social event (lunch/evening meal) possibly with the spouse of the successful candidate
- Make invitations to company or office social events possibly with spouse of successful candidate
- Invite your candidate to relevant important internal or client meetings
In our experience, following this advice will dramatically improve the ratios of offers to starts.