Advertised Selection

Advertised selection is recommended where the identified vacancy may benefit from considering candidates across a broad range of functions, geographies and levels of experience. This approach enables us to speak with individuals with particular qualities from outside the traditional search arena of companies or encumbant position holders.

Advertised selection also offers a highly effective means of locating up-and-coming managers, taking account of their potential as well as their experience.

Advertised selection consists of five phases:

1. We document an understanding of your company (including business needs and strategies, financial and market position, and company culture) and set out the key responsibilities, competencies and challenges of the role.
2. Development and placement of advertising in consultation with you.
3. Executive search assessment processes are established to ensure candidate with best fit for role.  Confidential screening discussions, develop to full scale competency based interviews in order to identify candidates bested suited to progress to short list.
4. Short-listed candidates identified from interview are progressed through to final assessments. References are conducted as competency based behavioural interviews based on results from online psychometric assessments. this aims to determine accurate examples of appropriately demonstrated behaviours fit for the role. Academic qualifications are checked for accuracy.
5. Final decision and offer negotiations are professionally supported to ensure smooth and satisfactory transition to employment. Onboard coaching is offered for the first 100 days to support the successful candidate settle into the role and expectations and to ensure flight risk is minimised.