Are you interested in executive search? So you know how challenging it is for companies to find, attract and recruit the best top executives talents. 🌟
Human-resources, and/or executive recruiters, are under constant pressure to unearth the people who will be able to guide their organizations to success. 😮💨
This quest requires not only time, but also specific expertise and resources. 💎 Most therefore struggle to identify and attract top executive talent, which can slow their growth and competitiveness. ❌
🚀 Global executive search is then positioned as an unavoidable strategy, and as a set of executive search services offered by external recruiting firms or headhunters. 🔬
🔎 Let’s get right down to what methods and tools! On the program ⬇️ :
- Definition of retained executive search.
- The 6 stages of global executive search (with exclusive tips): 👇🏼
- 1. Understanding and defining needs.
- 2. Define profile and qualifications required.
- 3. Executive research and identification.
- 4. Assessment.
- 5. Negotiation and integration.
- 6. Post-recruitment follow-up.
🚫 Say goodbye to inefficient recruitment processes and missed opportunities! ✨ Ready to transform your executive search strategy for recruiting tomorrow’s leaders?
Let’s get started! ☄️
What Is Executive Search?
🫡 Executive search recruitment is a specialized approach focused on management strategic and executive positions. 🔍
🌟 It differentiates itself from traditional recruitment methods by identifying, targeting and attracting expert professionals to hire for roles in :
- 🥈 Middle management: Department directors, division heads, hiring manager and others.
- 🥇 Top management: CEOs, Vice-president, Executive Director…
Rather than relying on job-seeker advertisements or unsolicited applications, in-depth executive research to target top talent that is often passive 🫥 i.e. not necessarily in job-search/open for job.
👉🏼 To reach and convince the most sought-after professionals 🤩 executive recruiters and headhunters exploit: extensive networks, exclusive databases and sourcing strategies… to identify the most relevant and headhunting them down. 🏹
✅ In addition, the benefits of retained executive search include:
- Access to experienced, most qualified leaders capable of driving strategic change and effectively managing teams.
- Offering a hyper-profitable, objective approach. 🤑
- Maintain high competitiveness by ensuring that key responsibilities are filled by individuals with the knowledge and experience to lead.
👑 In short, retained executive search is essential for companies wishing to strengthen their leadership roles and ensure long-term growth through the best talent acquisition available. 🦾
As retained search firm, it’s essential to master the art of global executive search, as it’s a unique method for bringing your customers solid, dynamic professionals ready to take on any challenge. 🔥
Executive Search Strategy & Process In 6 Easy Steps
🫵🏼 Before getting started, there are two prerequisites for a retained executive search process:
- 🗣️ Maintain transparent, open and honest communication throughout the recruitment process to establish a relationship of trust.
- 🤐 Guarantee confidentiality throughout the recruitment process, to protect the interests of the parties involved.
Now that you know, we can start tackling the various stages of retained executive search! 😉
1. Understanding & Defining Needs
🧠 Right from the start of the process, we start by understanding and defining needs, crucial to guaranteeing targeted, efficient, successful executive search recruitment. 🏆
💬 This usually involves in-depth meetings (in person or remotely), in close collaboration between recruitment professionals (executive search firms or headhunter) and client company stakeholders (managers and/or executives concerned). 🤝
The aim is to obtain all the essential information to launch executive recruitment: strategic goals and stakes, the culture and values, the challenges or specificities and responsibilities of the position to be filled, the expectations in terms of performance and know-how… 📝
And, to be able to gather all the information and to identify the essential needs of the client, you can use SWOT analysis through your interviews. 👇🏼
For example, if a company is looking for a new CFO, the SWOT analysis should reveal a need to strengthen financial risk management and improve reporting processes, The European Commission has published a report on the European Research Area.
This step enables us to create a detailed executive job description, which will serve as a guide throughout the recruitment process, to ensure an optimal match between candidates and the organization. ✅
2. Definition Of Profile & Competencies Required
👆🏼 Using the brief previously put together with stakeholders, the executive search consultant will get involved in a detailed analysis of specific responsibilities and expectations. 🔍
At the end of his exploration and analysis, he should have identified the personal qualities, behavioral and technical prerequisites needed… in order to define and propose several profiles. 💎
➡️ For example, here’s what’s most coveted among executive search top-tier candidates 🤔 :
- 🥈 Middle management: team management or communication skills, solid technical expertise, ability to implement defined strategies, problem-solving and project management…
- 🥇 Top management : outstanding leadership, strategic vision, ability to influence and inspire others, similar significant experience, strong results orientation, change management skills…
Finally, once they have been defined, an agreement must be reached, always in close collaboration with stakeholders. 🎯
This stage creates the ideal detailed profile 👤, which will serve as a guide for targeting and throughout the recruitment process. 💯
💎 Unique Value Proposition (UVP): offer something their current employer can’t, whether it’s greater autonomy, better development opportunities or a competitive advantage (like salary). 🤑
🤩 Of fer Stimulating Challenges: They’re often drawn to roles that offer new challenges and opportunities for growth. 🌱
3. Profile Search & Identification
🔎 The sourcing and identification stage in global executive search aims to find top executive talent to lead, so it must be structured and methodical. 🌟
Competitive Analysis
Study and identify the executive search recruitment pools/sources of other companies, using a specialized benchmark in the relevant sector. 🕵️♂️
Staff movement reports can offer insights into the best sources of top talent, as well as the timing in order to contact them at the right time. 🤫
❌ Here, no tool will be able to help you automate this step; you’ll have to turn to specialized business intelligence or curation software. 👨🏻💻
Find Profiles On LinkedIn
👤 LinkedIn is a must-have resource to find the right candidates in retained executive search, thanks to its vast network of professionals from various sectors (1 billion users worldwide, so it works for international executive search too). 🗺️
🤝 The platform greatly simplifies identifying and connecting with senior executives, it also makes it possible to reach them notably through shared contacts that will enable you to introduce the offer to your target. 🎯
➡️ Here’s how to make the most of this platform to find potential candidates👇🏼:
- Use advanced filters to refine results as well as to sort by industry, experience, specific qualifications and geographic location. 💎
- Explore and join groups, which identify active and influential professionals to hire in their field, participating in discussions and sharing relevant information. 🤔
- Analyzing publications, comments and shares provides insights into their expertise and professional commitment. ⚡️
👉🏼 Use advanced search techniques and AI tools (the most effective is the LinkedIn Recruiter Lite + Waalaxy duo). 🤖
👉🏼 LinkedIn Sales Navigator offers advanced features for creating lists, tracking profile updates and sending personalized messages.
👉🏼 Don’t underestimate personal recommendations, which can have a powerful impact on visibility.
👉🏼 Create a candidate pool with all the profiles that interest you.
Reach Out Potentials Candidates
📩 Once executives’ talents have been identified and validated, the next step in global executive search is to reach out to them proactively and personally, using :
- The indirect approach, or inbound marketing, which involves engaging via more subtle interactions (comments, likes, etc.), to establish a connection and pique their interest before approaching them directly. 👍🏼
- The direct approach, or retained search, or outbound marketing, which involves sending personalized messages via LinkedIn or e-mail. These messages need to be engaging and tailor-made, highlighting the opportunities and benefits of the proposed function. 👨🏻💻
NB: These two methods are often combined to attract attention in a respectful and professional manner.👌🏼
🚨 Strategic Timing: Wait for moments of change or crisis (reorganizations, mergers, takeovers), i.e. when management teams might be more open to external opportunities.
🤝 Long-term relationships: Rather than seeking only to fill a position immediately, develop long-term relationships. This leads to more natural, less “forced” hires.
🛟 To help you reach out to your potential candidates, we’ve provided two sample messages (retained search or direct approach) in the next section. 🎁
Perfect Message Examples To Attract Executives
⚙️ All you have to do is copy and paste to adapt these messages to your situation, before sending them to your contact lists via a specific tool. 📲
👉🏼 If you’re still hungry for more, we’ve also put together 15 best cold recruiting email templates.
Recruiting Automation With Waalaxy
🚨 We really don’t recommend sending your executive search recruitment messages manually. ❌
🤖 On the contrary, to save time, use relationship management software (CRM tool) and inbound recruiting automation to avoid errors and ensure rigorous follow-up.
👉🏼 Of course, we recommend using Waalaxy! 👽
It’s a CRM tool, in the form of a Chrome extension best known for automating sales prospecting campaigns, via LinkedIn and Email. 📧
However, the tool has also specialized in recruitment automation, notably thanks to its cross-channel outsourcing functionalities (initially dedicated to sales prospecting), now applied to recruitment. ✨
And, the functionalities in question are also applicable to retained executive search! 😦
👌🏼 With Waalaxy, the simplest, most intuitive and effective digital solution on the market, you’ll be able to :
- Exploit databases from LinkedIn Recruiter Lite, LinkedIn Sales Navigator and external databases (.csv, .xlsx, etc).
- Re-sort databases and segment into lists.
- Send connection requests automatically.
- Set up personalized automation and follow-up sequences.
- Send automated, personalized messages on LinkedIn.
- Access an automatic scoring tool (inspired by lead scoring).
- Retrieve and send e-mails to your future rare pearls.
- Integration with LinkedIn and other recruitment automation tools (ATS).
- Dashboard for monitoring recruitment campaign performance.
Executive search recruitment automation is that easy with Waalaxy! ✅ These features will help you identify, reach out and follow up with the right people.
Want to see exactly how it works? 🧐 You’ll find a short demonstration (applicable to retained executive search) in our article about recruitment automation!
You can’t miss out! 😱 Use our solution if, you want to save time and increase your chances to recruit most qualified executives for your customers.🍀
You’re halfway through the executive search process! 📍 After you’ve covered: needs, profile, competencies as well as the executive talent search… It’s time to evaluate them. 🤔
4. Candidates’ Evaluation
At this stage of retained executive search, the aim of this step is to ensure that only the best top-tier candidates are presented to the client. 🌟 It involves your professional reputation and brand image.
Conducting In-depth Interviews
☝🏼 First of all, in-depth interviews should be conducted with shortlisted top talent to :
- Assess their background, experience and cultural compatibility. 👌🏼
- 🔎 Explore past achievements, leadership roles abilities and motivations.
- Possibly include tests 🧪 behavioral questions, case studies, role-specific scenarios…
Psychometric assessments, case studies and behavioral interviews are highly recommended. These tests are highly effective for assessing soft and hard skills. ✅
Next, a rigorous retained executive search selection method must be put in place, always based on the customer’s criteria and needs. 💎
Check References & Work Track-Record
This involves validating the information provided by shortlisted top-tier candidates. 👤
In particular, by obtaining detailed, external testimonials on performance, successful contingency experiences, work ethic, previous experience… 💬
📞 Most often, executive recruiter contact references provided or accessible: former or current employers, former or current colleagues, other professional references (e.g. mutual relations, partners, etc). 💼
👉🏼 Here are some concrete examples of the information sought 🔍 :
- Evidence or examples of achievements/success 🏆: contribution to growth, meeting or exceeding targets, managing agile projects…
- Technical and professional competencies ⚙️ : mastery of specific tools, ability to solve technical problems, industry expert…
- Leadership potential (for management executive positions) 👑: ability to inspire and motivate teams, make strategic decisions, manage change and conflict…
- Ethics and integrity 🔒: the way a delicate situation was handled, behavior in the face of pressure and challenges, its commitment to values…
- Interpersonal relations and teamwork 🤝: ability to collaborate effectively, build positive working relationships, communicate clearly and persuasively…
This stage may also include checks on diplomas and other qualifications. 🎓📜
Candidate Presentation
After interviews and checks, the retained executive search specialists present the selected professionals to the company in demand, possibly by means of an ATS. 💁🏻♀️
👀 To offer a complete overview of each selected profile, a detailed summary of competencies, experience and interview results is presented. 📝
🧠 This enables stakeholders to understand the orientation of each profile, and possibly modify their application or criteria to establish a new selection.
Submit A Shortlist Of Qualified Candidates
Once the shortlisted profiles have been submitted, we recommend that you submit a list of most qualified candidates, often referred to as a “shortlist”.🫸🏼 🫷🏼
Don’t leave it to the customer to draw up the shortlist, even if they insist. ❌ As the expert and privileged interlocutor of the shortlisted professionals, you’re in the best position to do so.
This list generally includes the top three to five executive search top-tier candidates who best meet the requirements of the position. 💎
Again, the shortlist should be accompanied by similar detailed reports for each profile, encouraging equal opportunities 🍀 and facilitating decision-making by the company.
Facilitating Recruitment Interviews
Some executive recruiters or global executive search firms organize and facilitate interviews between shortlisted professionals and company representatives. 🤩 In this case, their role is to:
- Put people in touch (via InMail) and coordinate schedules 🕰️,
- Prepare for interviews and provide executive coaching 👌🏼,
- Possibly take part in them to ensure an objective assessment and provide feedback to both parties. ✍🏼
5. Negotiation & Integration
The goal? ✅ To ensure a smooth transition and a good start for the successful candidate in his new job. 😉
Help Negotiate Terms & Conditions Of Employment
⚖️ Executive search specialists help you strike a balance between the new employee’s expectations and those of the company (particularly in terms of budget).💰
They can be involved in negotiating terms of employment: discussing benefits/bonuses, stock options, and other aspects of the compensation package. 🎁
💎 As an expert, he enables both parties to remain realistic and ensure that they reach a satisfactory (win-win) agreement.
In terms of employment conditions, here’s what’s most essential:
🎭 Company culture highlights attractive aspects, such as flexibility, innovation or work/life balance.
🤑 Remuneration Package Competitive with the market and reflects the executive’s experience as well as qualifications.
Supporting Integration Of The Successful Candidate
💪🏼 Once the executive job offer has been accepted and during the first few months, executive search consultants support the recruit in his integration into the company to maximize his chances of long-term success. 🔭
They are particularly involved at the onboarding stage, to ensure that the candidate adapts well to his or her new role and culture.🤸🏼♂️
In terms of integration, here’s what’s most expected:
🎯 Clarity of Objectives: They prefer to know exactly what’s expected of them and how their performance will be measured. So define expectations and objectives right from the start.
🎨 Personalized Onboarding: Create a customized onboarding program to help the new executive adapt quickly. This really is a must.
6. Post-Recruitment Follow-Up
Just as the executive search consultants maintain contact with the candidate during the first few months after the hiring process, they will do the same with the company. 👔
👀 Together, they’ll assess the candidate’s adaptation to his or her new role, added value, professionalism, performance and integration. Or they will quickly identify/resolve any problems.🤷🏻♀️
This proactive follow-up helps ensure that the expectations and benefits of recruitment are met. ✅
💎 The executive search specialist can also make proposals, in relation to the career management of the executive hired. 🤔
For example:
🍀 Mentoring and professional development: highly valued by executives, who like to work in an environment where they can continue to learn and develop.
👂🏼 Listening and Flexibility: they want access to an organization where their ideas and needs are taken into account, so listen to their needs and adjust accordingly.
In short, the follow-up stages are really essential to guarantee long-term recruitment success. 🏆
🎬 This was the last step in the global executive search process! ❤️🩹
👉🏼 By following this method, you’ll be able to improve your executive search strategy for poaching and hiring executives profiles 😉
Get your first customers this week
Take advantage of the power of Waalaxy to generate leads every day. Start prospecting for free, today.
Conclusion – What’s The Difference Between Executive Search & Traditional Recruitment?
Retained executive search and traditional recruitment differ fundamentally in their approach, methods, recruitment channels and objectives. 🎯
➡️ Traditional recruitment is generally more responsive and affordable, but better suited to intermediate or entry-level positions. It can lack the precision and depth to identify leaders (capable of transforming an organization) to hire.❌
🤷🏻♀️ Often, no external support is provided by an executive recruitment firm.
➡️ Executive search, on the other hand, is a specialized, proactive and highly personalized approach to executive recruiting for strategic positions. It also focuses on confidentiality and discretion. 🤫
It differs from recruiting for junior-level roles, as it requires persuasion to keep C-level candidates engaged. So, executive recruiters (headhunter or in retained executive search firm) often play an indispensable partner role 💎 :
- 🔍 Facilitates the search for candidates, as well as their selection and evaluation.
- 🤝 Helps negotiate employment conditions and integrate recruits.
- ✅ Ensures that both parties fit in well and achieve their mutual objectives.
In conclusion, retained executive search is indispensable when there is a need to recruit visionary and experienced leaders, capable of guiding the organization towards a prosperous future. 🫡
💎 This targeted, in-depth approach will ensure top-quality recruitment, tailored to the specific needs of executive assignments. 🧭
Frequently Asked Questions (FAQ)
🏁 To conclude, we share with you the answers to the most frequently asked questions on this topic.👇🏼
How Long Does An Executive Search Last On Average?
On average, a retained executive search lasts between 3 and 6 months. 🔍
🔄 This duration can vary according to several factors: the degree of mastery, the complexity of the requirements, the scarcity of competencies…
Here’s the executive search process, in a nutshell 👇🏼 :
- 🧠 First, start with a thorough understanding of customer needs and the definition of the ideal profile.
- 🦾 Next, executive recruiter move on to the active search phase, using specific tools and retained search to identify potential candidates to hire.
- 📝 Then the assessment and interview phase begins, which may include several rounds of meetings, case studies…
- 🤝 Finally, negotiations and reference checks are carried out with a view to recruitment.
Because of the strategic stakes and importance of executive roles, this painstaking hiring process is essential to ensure the best possible executive search recruitment. 🏆
Who Are The 5 Mains Executive Search Firms?
🌟 The Big 5 refers to the leading global executive search firms: Korn Ferry, Spencer Stuart, Heidrick & Struggles, Egon Zehnder, and Russell Reynolds Associates. 💼
These firms are renowned for their extensive networks, industry expertise, and strong track record in placing senior executives across various sectors. 💅🏼
🧲 They leverage deep connections and advanced search methodologies to identify and attract top talent for key leadership positions. 🔑
💪🏼 With decades of experience and a global presence, they are trusted by organizations worldwide to fill their most critical roles and drive their strategic goals forward. 🏆
Who Can Be An Executive?
An executive is a professional in leadership roles, responsible for strategic decision-making and overall management. 👑
He or she usually has senior management experience and is an expert in a business unit. 💎 He can come from various backgrounds, including industry, technology, finance, and more.
There are three main types of cadres👇🏼:
- 🥇 Superiors: They define overall strategy and make critical decisions (Chief Executive Officers CEO, Chief Financial Officers (CFOs), Chief Operating Officers (COOs), Chief Human-Resources Officers (CHRO) and other members.
- 🥈 Intermediates: They oversee specific departments or divisions, implementing strategy and managing day-to-day operations: department directors, heads of department, regional managers…
- 🥉 Operational: They ensure the smooth running of day-to-day operations and report back, but remain responsible for the direct management of teams and operational tasks: line managers, department heads, supervisors…
🎉 That’s it, you know all about global executive search recruitment! See you soon! 👽
