Executive Search:


Executive Search is the process by which the most qualified executives are identified and attracted to fill existing vacancies in the senior levels of managements within corporate organizations. Sophisticated corporate managements have come to regard Executive Search as the best and most economical way to attract and retain executive talent when they wish to go outside their ranks.

The Executive Search process generally consists of the following steps:
  1. Appraisal - To confirm that the organization does indeed need to go outside to find the best qualified individual, or that an individual is even called for at all.

  2. Analysis, Planning Feedback - Information is gathered about the organization, its structure, objectives, management philosophy, and its key members in order to understand what sort of individual would best fit the requirement and to define the criteria for successful performance. A detailed position description, a search plan and a schedule of recruiting activity are relayed back to the client for feedback to reach a consensus.

  3. Execution - The largest possible pool of qualified candidates is developed from which the "short list" will be selected. Extensive research is conducted, personal contacts are accessed, industry and company lists are drawn up and potential candidates are identified. Contact is established to inform prospects that an opportunity exists, to invite them to explore it in confidence and to ascertain under what conditions they would find it attractive.

  4. Evaluation - Initial interviews are conducted with a cross section of qualified candidates followed by a status review with the client. By watching how the client reacts to different individuals with specific backgrounds, the Consultant gets a clearer idea of which prospects to go after and which to avoid.

  5. Conclusion - Interviews are scheduled with the client who makes his decision based on the information assembled and his personal impressions. Assistance is provided in the negotiation and acceptance of a formal offer.

  6. Transition - The successful candidate is provided with assistance in joining and settling into the organization. Resignation counseling is offered, and regular reviews are conducted at three month, six month and twelve-month intervals to ensure that no obstacles exist that are preventing the candidate from doing his best.

The real challenge in Executive Search is not just to address the immediate needs of the client, but to find a solution that is capable of achieving his objectives in the future. Care must be taken to ensure that the successful candidate's rate and capacity for upward mobility is reasonably in line with the rate of growth of the organization. If the candidate is growing at a much faster rate, then he may feel stifled and end up leaving before the organization can realize his true value; if his rate of ascent is too slow, he probably won't measure up in the longer term (and may have to be terminated).

The single most important criteria for achieving success in Executive Search is the relationship between the client and consultant. There must be effective communication at every step along the way so that each has the same understanding as to the status and strategy to proceed. If effective communication is not present, then the outcome of the search will probably be unsuccessful.


The selection of an Executive Search Consultant, as with other professional services, should be based on the expertise that the individual consultant brings to bear on the task to be performed, and not on how familiar he is with the client's business, or on whom he knows that the client knows, or on how good a salesman he is. Executive Search is not a commodity, but rather a professional service based on a value-for-value relationship in which lowest-cost alternative is not necessarily the most economical. All things considered, the client's decision should be made based on whom he feels will give him the optimum value.


In a society characterized by constant change, a key factor influencing the success for any organization is its ability to adapt. The ultimate method for an organization to adapt is to change its management. The organized Executive Search is by far the most promising technique to maximize the chances for success in the executive selection process.