You want a recruiter that has an effective executive search process. One that will consistently find high performing staff for your business. bfpeople’s recruitment model is a tried and tested six- step method which ensures successful recruitment and retention:
bfpeople’s six step executive search process
We want to know your business – its culture, style, unique challenges and ambitions. We’ll look at the context and background of the roles you are seeking to fill. Then we need to be clear about your objectives and expectations for the roles you are seeking to fill.
We will bring insight, perspective and experience. We’ll challenge assumptions to arrive at a clear assignment brief. Only then can we consider potential candidates: what are they doing and where are they currently working.
In this highly “Linked In”, social media savvy world, it is relatively easy to attract applicants for jobs. But creating a shortlist of high quality candidates, rather than a list of “the usual suspects”, requires experience and focus.
Around 20% of individuals we interview have little, or no, social media footprint. bfpeople has extensive research capabilities to identify, approach and qualify, target potential candidates.
Our well-developed talent communities provide tremendous reach in our sectors. Add the judicious use of online, traditional and social media to the mix and your important vacancy reaches the widest possible audience.
Assessment is a key part of our executive search and recruitment processes. You only want to see candidates who have the capability and interest to do the job. Our candidate interviews focus on key factors including behaviours, emotional intelligence, leadership skills and motivation as well on technical skills, achievements and career history.
We present shortlist recommendations with comprehensive interview notes and use video clips of candidates where appropriate. Notes provide career information as well as indicative ratings against the bfpeople assessment model or your own criteria or framework. Candidates who tick every box are extremely rare.
Our reports highlight the gaps, and the areas to probe further at your interview with the candidate. Psychometrics and personality questionnaires are usually used at the final interview stage or earlier when appropriate. Reports and observations are fed into the process to inform the selection decision and the future induction process.
Once you have chosen your preferred candidates, bfpeople can obtain detailed references and background checks to complete the picture.
As our fee is agreed and fixed at the outset of the project, we are an “honest broker” in salary and benefits negotiations. We work with all parties throughout the offer and transition period to ensure a successful appointment.
The first 90 days of all new appointments are critical – ultimate success or failure in the role often hinges on this short period. Sometimes appointees don’t perform or fit as expected. Occasionally clients don’t deliver what they promised.
bfpeople supports this crucial time through regular check-ins with both parties. Any development needs identified in the interview and assessment process are managed through our first 90 days coaching programme.
Wholly flexible approach
While many clients engage us to conduct the entire recruitment process, others prefer to handle some of the stages themselves. We are happy to do as much, or little, of the work as you require. For example, we work with some organisations to manage the search and attraction process only – focused on finding the best candidates which the company then handles through its own selection process.
Others ask us to assess their shortlist of candidates, or to support them in the interview stages only – bringing objectivity to the process. We are happy to offer support and expertise wherever you most need it.
We work with ambitious employers who want to recruit, develop and retain the best people available. If our executive search process resonates with you contact us today to get things started.
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