The Retained Executive Search Process — From Engagement To Onboarding

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The Retained Executive Search Process From
Engagement To Onboarding

• Retained executive search is a professional and
  comprehensive method to leadership recruitment
  the methodology being unique due to its
  comprehensiveness, strategic alignment with the
  objectives of the client, and long-term emphasis
  on selecting the best leadership match. There are
  multiple steps in the retained executive search
  process, all of which are intended to find,
  assess, and seamlessly transition the top
  candidates to their new positions. Here's a
  detailed explanation of how retained search
  companies assist clients, from engagement up till
  onboarding.
• Initial engagement and consultation
• An official engagement between the client and the
  executive search agency kicks off the retained
  search process. The basis for the entire process
  is laid at this point, when the search firm tries
  to comprehend the demands, corporate culture, and
  strategic objectives of the client.
• Needs assessment The search firm conducts a
  detailed consultation with key stakeholders
  within the organization which includes being
  aware of the precise position that needs to be
  filled, the education and experience required, as
  well as the leadership and cultural traits the
  perfect applicant

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• should have. The company will also talk about the
  objectives of the organization and any
  difficulties the new leader may encounter.
• Comprehending the organization's vision and
  culture When hiring executives, cultural fit is
  essential. In order to guarantee that the search
  process is in line with the larger organizational
  objectives, retained search firms take the time
  to learn about the company's values, mission, and
  vision. With this deep insight, the company is
  able to find applicants that will fit in well
  with the company culture in addition to
  performing exceptionally well in the role.
• Defining the job specification The search firm
  collaborates with the client to create a thorough
  job description, drawing from the insights gained
  during the consultation. The duties, necessary
  education, preferred experience, and leadership
  skills for the position are described in this
  specification.
• Research and talent mapping
• Following the completion of the job
  specification, the search firm starts a phase of
  strategic talent mapping and research. Finding
  suitable applicants who meet the needs of the
  client depends on this phase.
• Market research and competitor analysis The
  search firm looks into a client's business in
  great detail, as well as occasionally into
  related industries. This requires identifying key
  actors, studying the competitive landscape, and
  determining where top leadership talent resides.
  In order to make sure the search is in line with
  the current talent landscape, the firm constantly
  keeps an eye on market trends.
• Talent mapping Retained businesses employ a
  range of methods, including proprietary
  databases, industry networks, and strategic
  outreach, to map potential talent with an
  emphasis on identifying both active and passive
  applicants. High-performing leaders who might be
  receptive to talking about new opportunities are
  also included in the talent mapping process, in
  addition to those who are actively seeking other
  positions.
• Creating a longlist Based on their
  investigation, the company now compiles a list of
  possible applicants. People with the ideal blend
  of experience, leadership potential, and cultural
  fit are on our longlist. The firm's wide industry
  networks, recommendations, and direct approach
  are just a few of the ways these people might be
  found.

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• Participation and evaluation of candidates
• Following the completion of the longlist, the
  retained search firm contacts prospective
  candidates to determine if they are a good fit
  for the position.
• Initial outreach To determine whether
  longlisted candidates are interested in the
  position, the search agency discretely contacts
  them. The organization draws attention to the
  opportunity and provides information about the
  client's business, leadership position, and
  growth possibilities.
• Screening and interviews The search agency
  interviews the candidates in- depth following the
  establishment of initial interest. These
  interviews cover more ground than a cursory
  review of expertise and credentials. They
  frequently probe the applicant's leadership
  style, morals, driving forces, and long-term
  professional objectives.
• Leadership assessments and psychometric
  testing To quantify a candidate's potential
  for leadership, emotional intelligence, and
  cultural fit in an objective manner, many
  retained firms use psychometric testing,
  leadership assessments, and other evaluation
  techniques. These evaluations offer insightful
  information that aids in forecasting a
  candidate's success in the new position.
• Shortlist creation The company reduces the
  longlist to a carefully curated shortlist of the
  best applicants based on the interviews and
  assessments. In addition to being extremely
  qualified, every applicant on the shortlist has
  undergone a screening process to ensure that they
  are in line with the company's long-term goals
  and culture.
• Interviews and client presentations
• The client is then given the opportunity to
  review the shortlisted applicants. To make sure
  the best candidates advance in the process, the
  search agency and the client work together on
  this step.
• Candidate profiles Each shortlisted candidate's
  professional history, evaluation findings, and
  interview comments are all provided in-depth by
  the search firm. The customer can use this
  information to decide which applicants to
  interview in an informed manner.
• Customer interviews The customer conducts
  interviews with the shortlisted applicants,
  generally in numerous rounds. The search agency
  plays a significant role in coordinating these
  interviews and ensuring that both the client and
  the candidate are well-prepared.

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• Advisory role In this stage, the search agency
  serves as a consultant, providing information on
  the qualifications and possible fit of each
  applicant with the company. To guarantee a
  well-rounded decision- making process, the firm
  may additionally offer the customer feedback on
  market trends, salary expectations, and rival
  actions.
• Reference checks and the choice of the winning
  candidate
• After the interviews are over and the customer is
  prepared to proceed with a selected applicant,
  the search agency thoroughly verifies the
  candidate's background and fitness for the
  position thorough reference checks.
• Comprehensive reference checks To obtain
  detailed input on a candidate's performance,
  leadership style, and cultural fit, the search
  company contacts the candidate's prior employers,
  colleagues, and direct reports. These
  references offer insightful information about
  the candidate's experience managing
  difficulties, leading groups, and advancing
  organizational performance.
• Final selection The client chooses the final
  applicant after conducting interviews and
  verifying references. Any further negotiations
  concerning pay, benefits, and other contractual
  matters are facilitated by the search firm.
• Offer negotiation and candidate placement
• Following the final applicant's selection, the
  search agency works with the client and candidate
  to negotiate terms that will benefit both parties
  for the placement.
• Offer presentation After making sure that the
  candidate's demands and the client's expectations
  are satisfied, the search agency makes the last
  offer to the candidate. This involves
  compensation, perks, relocation help, and other
  important information.
• Negotiation support Should any issues arise
  throughout the search, the search company serves
  as a mediator to assist the parties in coming to
  a consensus. The intention is to facilitate a
  seamless transition that yields a satisfactory
  result for the client and the candidate.
• Onboarding and post-placement support
• Even once the candidate accepts the offer, a
  retained search firm's involvement doesn't stop.
  Numerous companies provide pre-placement and

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• onboarding assistance to guarantee the
  candidate's smooth transition into the company.
• Onboarding assistance The search company may
  provide guidance during the candidates
  onboarding process, helping to facilitate a
  smooth transfer into the new post. This could
  include arranging meetings with important
  stakeholders, mentoring leaders, or giving
  guidance on interacting with the company's
  culture.
• Post-placement follow-up In the months that
  follow the placement, a lot of retained search
  firms stay in touch with the client and the
  candidate. This guarantees that obstacles are met
  quickly and that the new leader receives adequate
  assistance while they become acclimated to their
  new position.
• Executive coaching and mentoring To assist
  recently placed leaders in being successful,
  retained search firms may provide executive
  coaching or mentorship programs. This continued
  support demonstrates the firms commitment to
  long-term performance and leadership development.
• Retained search firms collaborate closely with
  their customers throughout the entire process,
  from talent mapping and first engagement to
  candidate placement and onboarding, to guarantee
  the ideal leadership match. Retained executive
  search firms produce excellent outcomes that
  encourage organizational growth and innovation by
  offering thorough assessments, reducing
  prejudices, and fostering long-term success.
  WalkWater Talent Advisors is a leading example of
  the best recruitment companies in India, which
  prides itself on providing top-tier leadership
  talent through a painstaking and customized
  approach that guarantees each placement is a
  great fit for the company's culture and long-term
  goals.
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