Experience the robustness of Korn Ferry's executive search process, combining strategic sourcing, rigorous screening, and comprehensive assessment methods.
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Identify client's executive needs
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Define search strategy
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Development of job description and job specification
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Gather market research and identify potential candidates
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Build a list of potential candidates
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Approval: Candidate List
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Contact potential candidates
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Screen potential candidates for interest and fit
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Conduct behavioural based interview
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Assessment of shortlisted candidates
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Approval: Shortlisted Candidates
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Facilitation of interviews with the client
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Collect and deliver feedback from client to candidates
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Conduct detailed reference checks on final candidate(s)
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Assist with the negotiation of the final compensation package
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Approval: Final Candidate Negotiation
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Onboarding of the successful candidate
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Maintain relationship with client and successful candidate
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Evaluate the effectiveness of the executive search
Identify client's executive needs
This task involves understanding the client's requirements and expectations for the executive position. It plays a crucial role in crafting a successful executive search strategy. The desired result is a clear understanding of the role, responsibilities, qualifications, and cultural fit needed for the position. Key questions to consider are: -What are the specific requirements and qualifications for the executive position? -What type of experience and skillset is desired? -What cultural fit is important for the organization? To accomplish this task, conduct thorough interviews with key stakeholders from the client's organization. This will ensure a comprehensive understanding of their needs. Use the form field below to capture the client's executive needs.
Define search strategy
This task involves developing a search strategy to identify potential candidates for the executive position. A well-defined search strategy helps in streamlining the overall process and ensures effective candidate sourcing. The desired result is a clearly defined plan with actionable steps to conduct the executive search. Key questions to consider are: -What are the most effective search methods for this particular executive position? -Which industries or sectors should be targeted for potential candidates? -What resources and tools should be utilized for candidate sourcing? To accomplish this task, collaborate with the client and leverage industry knowledge and expertise. Use the form field below to document the search strategy for the executive position.
Development of job description and job specification
This task involves creating a comprehensive job description and job specification for the executive position. The job description outlines the roles, responsibilities, and qualifications required for the position. The job specification provides detailed information about the desired skills, experience, and qualifications of potential candidates. The desired result is a well-crafted job description and job specification that attract suitable candidates. Key questions to consider are: -What are the key responsibilities and duties of the executive position? -What qualifications and experience are necessary for the position? -What are the key skills and competencies required for success in the role? To accomplish this task, collaborate with the client and utilize industry best practices to develop the job description and job specification. Use the form field below to document the job description and job specification.
Gather market research and identify potential candidates
This task involves conducting market research to identify potential candidates for the executive position. Market research provides insights into the industry landscape, competitor organizations, and potential talent pools. The desired result is a comprehensive understanding of the market and a list of potential candidates. Key questions to consider are: -Which industries or sectors should be targeted for potential candidates? -What competitors or organizations might have suitable candidates? -What talent pools or networks should be explored for potential candidates? To accomplish this task, leverage various sources such as industry reports, competitor analysis, and professional networks. Use the form field below to document the market research findings and potential candidate sources.
Build a list of potential candidates
This task involves compiling a list of potential candidates for the executive position. The list should include relevant details such as contact information, qualifications, and experience. The desired result is a comprehensive list of potential candidates to be considered for further evaluation. Key questions to consider are: -Who are the potential candidates identified through market research? -What are their qualifications and experience? -What contact information is available for each candidate? To accomplish this task, use the information gathered from market research and contact potential candidates. Use the form field below to document the list of potential candidates.
Approval: Candidate List
Will be submitted for approval:
Build a list of potential candidates
Will be submitted
Contact potential candidates
This task involves reaching out to potential candidates identified in the previous task. Establishing initial contact is crucial for assessing interest and availability. The desired result is successful communication with potential candidates to gauge their interest and availability for the executive position. Key questions to consider are: -How will initial contact be made with potential candidates (e.g., email, phone call, LinkedIn message)? -What information should be communicated to potential candidates during the initial contact? -What challenges might arise in reaching out to potential candidates and how can they be addressed? To accomplish this task, utilize the contact information obtained in the previous task and tailor the communication to effectively engage potential candidates. Use the form field below to document the contact details and communication outcomes for each potential candidate.
Screen potential candidates for interest and fit
This task involves screening the potential candidates to assess their interest and fit for the executive position. Screening helps in shortlisting candidates who align with the client's requirements and expectations. The desired result is a shortlist of potential candidates who are genuinely interested in the position and have the required qualifications and experience. Key questions to consider are: -What criteria will be used to assess the interest and fit of potential candidates? -What challenges might arise in screening potential candidates and how can they be addressed? To accomplish this task, conduct interviews or assessments with potential candidates to evaluate their interest and fit. Use the form field below to document the screening criteria and outcomes for each potential candidate.
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Interest
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Qualifications
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Experience
Conduct behavioural based interview
This task involves conducting a behavioural-based interview with the shortlisted candidates. Behavioural interviewing helps in assessing the candidate's past behavior and performance to predict future performance. The desired result is a deeper understanding of the candidate's skills, experiences, and behavioural competencies. Key questions to consider are: -What specific behavioural competencies are desired for the executive position? -What questions should be asked to assess the candidate's past behavior and performance? -What challenges might arise during the interview process and how can they be addressed? To accomplish this task, design a structured interview guide with behavioural-based questions. Use the form field below to document the interview questions and candidate responses.
Assessment of shortlisted candidates
This task involves assessing the shortlisted candidates based on their qualifications, experience, and fit for the executive position. The assessment helps in identifying the most suitable candidate(s) for further evaluation and decision-making. The desired result is a clear evaluation of each shortlisted candidate's strengths, weaknesses, and overall suitability for the position. Key questions to consider are: -What criteria will be used to assess the qualifications, experience, and fit of shortlisted candidates? -What challenges might arise during the assessment process and how can they be addressed? To accomplish this task, review the qualifications, experience, and fit of each shortlisted candidate. Use the form field below to document the assessment criteria and outcomes for each shortlisted candidate.
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Qualifications
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Experience
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Fit
Approval: Shortlisted Candidates
Will be submitted for approval:
Conduct behavioural based interview
Will be submitted
Facilitation of interviews with the client
This task involves coordinating and facilitating interviews between the shortlisted candidates and the client. These interviews provide an opportunity for the client to assess the candidates and make informed decisions. The desired result is the successful coordination of interview schedules and the gathering of feedback from the client. Key questions to consider are: -What is the preferred format for the interviews (e.g., in-person, video conference)? -What information should be shared with the client prior to the interviews? -What challenges might arise during the interview coordination process and how can they be addressed? To accomplish this task, collaborate with the client to schedule and organize interviews. Use the form field below to document the interview schedule and client's feedback.
Collect and deliver feedback from client to candidates
This task involves collecting feedback from the client after the interviews and delivering it to the shortlisted candidates. Timely feedback ensures a positive candidate experience and facilitates the decision-making process. The desired result is the effective communication of the client's feedback to the candidates. Key questions to consider are: -What specific feedback should be collected from the client after the interviews? -What challenges might arise in collecting and delivering feedback and how can they be addressed? To accomplish this task, follow up with the client to gather feedback and communicate it to the shortlisted candidates. Use the form field below to document the client's feedback and the communication with the candidates.
Conduct detailed reference checks on final candidate(s)
This task involves conducting detailed reference checks on the final candidate(s) for the executive position. Reference checks provide insights into the candidate's past performance, work ethic, and professional relationships. The desired result is a thorough evaluation of the final candidate(s) based on reference feedback. Key questions to consider are: -What specific information should be gathered from the candidate's references? -What challenges might arise during the reference check process and how can they be addressed? To accomplish this task, contact the references provided by the final candidate(s) and gather detailed feedback about their past performance. Use the form field below to document the reference check findings and outcomes.
Assist with the negotiation of the final compensation package
This task involves assisting the client and the final candidate(s) in negotiating the compensation package for the executive position. Effective negotiation ensures a mutually beneficial agreement that meets both parties' needs. The desired result is a successful negotiation of the compensation package. Key questions to consider are: -What are the key components of the compensation package that need to be negotiated? -What factors should be considered in the negotiation process? -What challenges might arise during the negotiation process and how can they be addressed? To accomplish this task, collaborate with the client and the final candidate(s) to negotiate a compensation package that aligns with their expectations. Use the form field below to document the negotiation process and outcomes.
Approval: Final Candidate Negotiation
Will be submitted for approval:
Assist with the negotiation of the final compensation package
Will be submitted
Onboarding of the successful candidate
This task involves facilitating the onboarding process for the successful candidate of the executive position. Effective onboarding ensures a smooth transition for the new hire and helps them quickly integrate into the organization. The desired result is a successful onboarding experience for the candidate. Key questions to consider are: -What specific activities should be included in the onboarding process? -What resources or tools should be provided to the new hire during onboarding? -What challenges might arise during the onboarding process and how can they be addressed? To accomplish this task, collaborate with the client and the new hire to design and implement an onboarding plan. Use the form field below to document the onboarding activities and resources.
Maintain relationship with client and successful candidate
This task involves maintaining a positive and ongoing relationship with the client and the successful candidate. Building strong relationships contributes to continued satisfaction and potential future collaborations. The desired result is a well-maintained and mutually beneficial relationship with both the client and the successful candidate. Key questions to consider are: -What actions should be taken to maintain a positive relationship with the client? -What actions should be taken to maintain a positive relationship with the successful candidate? -What challenges might arise in maintaining these relationships and how can they be addressed? To accomplish this task, regularly communicate with the client and the successful candidate, providing updates and support as needed. Use the form field below to document the communication and relationship-building activities.
Evaluate the effectiveness of the executive search
This task involves evaluating the effectiveness of the executive search process and identifying areas for improvement. Evaluation helps in identifying strengths and weaknesses in the process and making necessary adjustments for future searches. The desired result is an assessment of the executive search process and a plan for improvement. Key questions to consider are: -What criteria will be used to evaluate the effectiveness of the executive search process? -What challenges were encountered during the process and how can they be addressed? -What lessons can be learned for future executive searches? To accomplish this task, assess the overall process, gather feedback from stakeholders, and identify areas for improvement. Use the form field below to document the evaluation findings and improvement plan.
