The executive search approach combines five key elements:

1) Establish search priorities Determine the skills, knowledge, and abilities required, offering insight and fresh perspectives on how the organisation can think about their needs. Develop a customised brief for the position alongside a candidate specification that details the company, the role, responsibilities, goals, and key challenges for the position, as well as the experience, qualifications, and competencies required for success.
2) Determine search strategy Conduct targeted research into companies and sectors to find people with the relevant skills, experience, and qualifications. Develop a long list of the best-qualified prospects for the role. Contact prospects to identify and qualify them.
3) Attract and evaluate candidates Approach potential candidates to test their interest in the role. Conduct rigorous competency-based and technical interviews with candidates based on the proven skills, knowledge, abilities, and aptitudes outlined in the position specification. Develop a shortlist of candidates with the qualifications and interest in the position.
4) Present most qualified candidates for client interview Present the organisation with the most qualified candidates based on analysis and appraisal against the specification. Draw on informal external views on each candidate to confirm and enhance knowledge of the candidate’s achievements and track record. Perform an executive capabilities assessment.
5) Complete the search Once the organisation selects their preferred candidate, conduct thorough background checks and referencing to further assess competencies, strengths and weaknesses. Assist in negotiations over compensation and other terms to help conclude the search. Communicate regularly with the organisation and shortlist field during the transition. Periodically follow up with the organisation and the candidate once the search is closed, checking in on ongoing fit and progress of the transition.