EXECUTIVE SEARCH PROCESS

The management challenges in identifying, selecting and appointing senior people are critical to the success of every business venture.

It is unlikely that the best potential candidates will be actively looking for new opportunities.  Therefore, we seriously recommend Executive Search rather than placing advertisements in appropriate newspapers and journals.

This overview indicates the manner in which Fischer Group International, Inc. (FGI) approaches Executive Search.

Following meetings with the relevant client executives we often determine that potential candidates will have substantial abilities to demonstrate an entrepreneurial flair and all round business management skills.  Fluent in oral and written skills they must be good "commercial diplomats" and strong negotiators able to motivate themselves and others at a very high level in order to achieve substantial results.

In particular they will have:

• appropriate professional, technical, commercial and cultural knowledge;
• strong analytical and problem solving skills;
• shareholder and customer focus demonstrating high integrity and trust;
• convincing business acumen, dealing with ambiguity and showing strategic thinking and good judgment;
• strong interpersonal skills enhancing strong team spirit.

In short, a demonstrable track record is essential with clear understanding of the industry sector recognizing market opportunities, risk, competitors and threats.

PROCESS

FGI follows a proven, well-established search process on every assignment, which is designed to identify the best in class, evaluate them and present a shortlist of recommended candidates within an agreed time frame.

The search process comprises five phases.

Planning and Preparation

This stage covers the vital process of agreeing to a detailed brief for each vacancy, understanding the business issues to be addressed, meeting the relevant client executives, defining the responsibilities and agreeing on the ideal candidate specification.  We aim to have a clear understanding of the client's strategic objectives and business culture before we contact potential candidates since we represent you, the client, on a confidential basis, in initial contacts.

Contact Phase

During this stage a target list of relevant companies and individuals is drawn up for comment and approval.  We contact appropriate sources on a confidential basis in the target sectors and approach candidate prospects confidentially.  At the end of this phase we aim to emerge with a “long list” of potential candidates.  The identification process is only complete when we have found several relevant individuals who can be compared against one another.

Internal staff and potential candidates previously known to or who become identified to the client during the period of the search will be included in the full recruitment process as if they had been identified by FGI.

Interviewing and Shortlisting

The best qualified of the “long list” candidates are evaluated during personal interviews.  Candidate’s strengths and weaknesses are assessed, accomplishments probed and credentials compared with the agreed “ideal” profile.  Informal reference checking is used to provide additional perspectives.  Psychological assessment may also form part of the selection process as an optional extra.  Confidential reports on each of the recommended candidates are prepared and submitted at this stage. 

Client/Candidate Interviews and Completion

We manage the arrangements for client/candidate meetings and assist in the often complex process from offer through acceptance by the chosen candidate.  We can provide valuable advice on the construction of the remuneration package and the issues likely to affect the candidate’s decision.  The client always makes the final selection and offer of employment.

Post Placement

During the first twelve months of employment, FGI follows-up with the successful candidate and hiring executive to provide assistance in assimilation. back to top