PROCESS / HOW IT WORKS:

1. CAMPAIGN RELEASE & MARKET ANALYSIS

• Due diligence and in-depth research is carried out in the Campaign Release. We will work collaboratively with you to understand the structure of the business and specifics of the target executive applicant. Talent acquisition, competitor targets, succession planning, diversity mapping and any other strategic elements may also be discussed.
• We analyse not just the job, but also the organisation, business culture and wider team. Psychometric analysis of the position and organisation is carried out with decision-maker questionnaires used to help determine the role requirements before the search begins. This is the foundation block needed for a successful Executive Search campaign.
• Survey Reports and Comparison Reports are provided to ensure we and all decision makers are in full agreement (these speed up final selection process and avoids last minute indecision)
• We can then create a Candidate Pack, a 12-14 page marketing document. It outlines the recruitment process, the role specifications and provides an overview of the organisation. Once signed off approved by the client this can be shared with potential executive applicants for talent attraction purposes.

2. EXECUTIVE SEARCH & CANDIDATE ASSESSMENT

• Through our Executive Search & Assessment process we can ensure all the talent we put forward is of the highest calibre.
• No stone is left unturned in the search process. A process that is discreet, confidential yet personal.
• We have over 25 years’ experience. By networking through our contacts and targeting those passive candidates with the proven track record we unearth hidden gems.
• Pre-interview psychometric profiling and competency assessments provide in-depth insight into each potential applicant
• Using the Survey Reports from the Campaign Release we can then create Job Fit Reports to determine if the individual is a behavioural fit for the role and business culture
• We have a candidate-led process that ensures their engagement in the opportunity. Applicants are given access to our platform where they take ownership over their applications (including video introductions, key achievements, competency Q&As and much more).

3. EXECUTIVE CANDIDATE PRESENTATION

• All decision makers will be given logins to our cloud based, mobile enabled platform where all candidates can be viewed, and real time comments left for colleagues. T
• he CV and work background of the individual is a critical but one-dimensional piece of information. With GCS Executive Search you will have access to multiple pieces of information on each applicant. Ensuring you get a real insight into each applicant, saving you time and dramatically improving interview efficiency.
• Easy to read reports on each applicant and their suitability for the role and culture of the organisation.

4. INTERVIEW PROCESS

• All documents can be downloaded from our platform. Suggested interview questions are given to target certain areas of the individuals behavioural profile.
• Through the candidate-led process, by the time of interview the individuals are fully committed to the opportunity.

5. CONCLUSION

• Mediate during contract offer and negotiation stages.
• If not provided earlier in the process, references are provided.
• Management of offer, acceptance, resignation and notice period.
• Continued contact with applicant during the on-boarding stage and if requested 6 month and 12-month reviews can be conducted.

As part of our Executive Search service option we can offer full psychometric analysis and reporting on the Senior Leadership Teams and Executive Board Members. For a no obligation discussion about Executive Search or your potential requirements please get in touch or book in a call.