Recruitment
EXECUTIVE SEARCH
Finding the right person for the role is all about Succession Planning and Talent Management both inside and outside your organisation.
Executive Search & Recruitment
Executive Search Global offers its proven successful track record of highly sensitive appointments within both public and private organisations as a significant endorsement of its capabilities:
- Significant experience in highest level public sector and high-profile placements;
- Extensive transparency and auditable reporting processes;
- Exceptional Government, Emergency Services, Healthcare, Infrastructure and Transport industry relevant networks;
- Substantial understanding of the specific challenges and issues facing organisations; and
- Management of politically sensitive environments and probity requirements that surround these types of appointments.

Our Search Process


- Refine current specification
- Discussion of market, culture and strategic approach
- Agree required profile, timeline and process
- Search Strategy
- Job Specification
- Unique Client Profile
- Ensure alignment secures the ideal approach, leading to the best possible fit between strategy, culture and talent.
- Analysis of potential candidates competencies and experience against defined profile
- Informal referencing
- Prelimmenary conversations with candidates
- Long List of potentially interested candidates
- Transperancy
- Realtime market feedback
- Strategic adjustment
- Qualify dialogue about opportunity
- Review Long List with Client
- Agree on prefered candidates
- ESG Interviews Candidates
- ESG Assessment Reports
- Shourtlis of Candidates
- Transperancy
- Whole Person lenses applied
- Development driven feedback
- Client interviews short listed canddates
- Formal referencing
- Selection of preferred candidates
- Offer role and negotiate terms
- Candidate Siging of offer
- Reference Report covering last 10 years of worktime (4 references)
- Fololow up and Feedback Session with ESG Client
- Review Search Quality and Processes
- Third Party Client Satisfaction Survey
Why our Executive Search & Market Mapping is different to others
We understand strategy and how your internal talent measures up against talent outside your business.
Align Strategy:
Facilitate strategic alignment & create a success profile.
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Your organisation participates in the strategic alignment process to define short- and long-term strategic business priorities.
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Link strategic priorities to the experiences, competencies, and cultural characteristics that will ensure success of your new executive.
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Solidify into the executive search placement success profile used to evaluate internal and external candidates.
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Develop the strategy and overall succession planning process;
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Discuss communication around next steps.
Assess capabilities
(Internal talent):
Identify and assess internal candidates.
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Ensure appropriate process & communication strategy is in place for internal candidates.
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Assess candidates via appropriate assessment methods.
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Prepare reports on candidates’ readiness, and fit relative to the success profile as well as development recommendations.
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Provide insights for development to each candidate relative to assessment results.
Accelerate Development
Accelerate readiness through development.
- Work with candidates to create development plans.
- Create interface between each candidate and the organisational key stakeholders through project initiatives/ presentations/ mentoring opportunities.
- Provide coaching and/or regular progress support to close gaps and reflect accurate readiness.
Access the Market
(External talent):
Benchmark External Talent.
- Confidentially identify and evaluate executives from related industries, doing extensive blind referencing to determine top players.
- Evaluate benchmarked external candidates against Executive Search Success Profile. (ESSP)
- Provide 10-15 profiles to the organisation outlining candidates experience and an assessment on competencies
Activate and advance performance:
Identify successor and ensure smooth transition with the prefered candidate.
- Review internal and external candidates using same criteria to assess readiness, motivation and fit
- Evaluate and compare candidate trade-offs and narrow selection to finalists
- Determine ultimate candidate selection and facilitate offer if external candidate is chosen
- Provide coaching and transition support to successor
- Develop an effective transition plan with the outgoing person
- Evaluate long-term position succession internal pipeline;
- Design an ongoing progression process that aligns with the new agenda