The secret of Cracking the Executive Search Code
There is no secret or recipe of closing near 100% executive searches.
Happy to share how we cracked the search code.
1-Taking work which we can deliver. Both capacity and capability wise.
2-Be convinced about the role. That it would make a difference both to company and candidate.
We firmly believe that the right human capital in leadership and pivotal roles can make a marked difference to the trajectory and performance of the company as well the life of the candidate.
2- Look to 4 attributes in the company
2.1-The heart being in the right place
2.2-Good governance
2.3-Good values and
2.4-And our own conviction to take up the job if we were a potential candidate.
3-Creating a good business like, go to market strategy with, both the opportunities and the challenges, based on deep understanding of the role and the company.
4- First contact and Interviews by only one of our 4 consultants (All Experienced in running businesses and Search )with an elevator pitch to attract for a candidate meeting for those who meets the first litmus test criteria who are handpicked and a lot of time not looking for a job .
5-All internal processes such as client briefing and presearch geared for success. Spending substantial quality time with the client to understand the role, the success behaviors and cultural fit.
6-You join a company to deliver some results both qualitatively or quantitatively. This needs to be captured in the KPIs.
7- Having a clear purpose and passion driving the work. This provides a great motivation to succeed. Ours is to impact the lives of people and through them the company we serve.
8- When you meet potential candidates, one should not only assess but also play the role of a career advisor. Is he/she fit for the role to deliver the KPIs? Is the role good for the candidate? Go beyond the CV and understand various other attributes .
9- Use of better psychometrics to get to understand the candidate better and deeper.
10-Last but not the least in educating and advising the companies in terms of what is available versus expectation and tweaking the requirement if needed in our calibration meetings.
We take pride in these 10 commandments to deliver to a very high percentage of success. Still learning and sharpening our approach with every new search.
Chief Operating Officer at Mikro Grafeio Services Pvt Ltd
5 年Simple, sincere but so effective ! Great way to approach what your are doing and I am sure it gets great results for all.concerned !
Empowering Startups & Founders | Problem solver, networker & connector | Investor Relations | Cross-Border Business Specialist | Expert in Retained & Contingency Searches | Solar Energy | Programmatic Ad tech
5 年Hi Dushyant that's a great read. A true talent matcher than just a regular recruiter will be more organized in the approach just like how you write. Clients growth and culturally fitment are of utmost importance while considering looking for talent at executive search.
Finance Leader|| Transformation||Digitisation||Strategy||KeyNote Speaker
5 年Very concise Article. If practiced, it will bring lot of seriousness in recruitment process and will save time and energy for Employer, Consultant and Candidate. I have personally witnessed that Role Clarity is missing . This is difference and value a good consultant brings in. Kudos Mr Arya.