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Executive Search

Executive Search is the recruitment method where – through a targeted and structured process – we proactively identify, qualify and contact relevant persons, and present them with the specific position available, and after that, the selection process is initiated.

PRELIMINARY MEETING AND PREPARATION OF DEMAND PROFILE

Based on a thorough and critical dialogue and examination of relevant material, a demand profile is worked out. The demand profile describes the qualifications that the successful candidate has to have with regard to professional qualifications and competencies, experience and personality.

THE SEARCH PROCESS

Based on the demand profile a systematic analysis of the market for the specific profile is initiated. That is, identification and screening of target companies, as well as identification of the potential candidates in those, making contact with our network of persons with knowledge of this particular field, searching the Internet, searching our own and other relevant databases and reference works. Based on that, a long list of potential candidates is prepared. Perhaps in co-operation with the client, this list is the starting point of a short list containing the candidates who seem to be most relevant for the position in question.

THE SELECTION AND INTERVIEW PROCESS

The first qualification is now carried out. Contact is made with each identified candidate, who is interviewed on the telephone in order to assess professional qualifications in relation to the demand profile, motivation for changing jobs, salary expectations, etc. If the conditions are there, the candidate is invited to an in-depth personal interview with the consultant responsible (second qualification).

This is where the real dialogue about the position in question takes place, and where the advantages of the specific position to the individual candidate, concerning both career prospects and personal interests, are analysed. During this interview, and perhaps at further meetings, the candidate’s personality qualifications are assessed with a view to analysing the candidate’s ability to fulfil the specific success factors that are of critical importance to success in the job.

THE CLIENT IS KEPT UP TO DATE THROUGHOUT THE PROCESS

The client will be kept up to date on the progress of the process – from information on and approval of the list of target companies, the long list and later the short list, to information on the number of candidates identified and any relevant feedback from candidates (anonymously).

PRESENTATION OF CANDIDATES

Finally, we introduce the best of the suitable candidates to the client at a meeting at our office.
When the client has chosen a candidate for the position, references are taken up as per agreement with the candidate.

PSYCHOLOGICAL TEST IF NECESSARY

For additional safety, KJELST Executive Search’s psychologist can carry out a psychological test of the candidate. A test report will then be made, focusing on guidelines for a successful introduction of the candidate in the new position.