EXECUTIVE SEARCH

In times of efficiency maximisation there is no time for random; this also applies to recruitment. Above all, in the quest for and casting of professional and managerial positions, the indefinite time factor becomes an "efficiency killer". Waiting for the right candidate often takes longer than desired.

Looking beyond the available labour markets and extending the search to competing companies, a Headhunter leaves nothing to chance. A suitable candidate is found through Executive Search within an average of 10-12 weeks.

Remel Executive Search is your headhunting specialist for the specific search in multiple locations including Germany, East Europe, Russia, Central Asia, India and the Near East.

The Process

  • 01

    Getting acquainted

    As a potential client you signal your interest in Executive Search. A preliminary talk will assess whether an Executive Search is the right method for your particular scenario.

  • 02

    Defining the goal

    Follow-up meetings will define the position to be filled. An extensive analysis helps to assess the potential candidates’ skills and qualifications.

  • 03

    Considering the corporate culture

    Through intensive discussion with the client, the corporate culture is also taken into account. In addition to the qualified suitability, the personality of the candidate should also fit in with the company.

  • 04

    Defining the guideline

    The Executive Search methodology is defined depending on the corporate values. An individually tailored guideline ensures your business a correct procedure in the Executive Search.

  • 05

    Analysing the industry

    The industry’s potential is assessed following an extensive industry analysis, and where appropriate, related branches are incorporated in the search for potential candidates. Here, potentials are explored prior to the scan.

  • 06

    Starting the scan

    Depending on the available potential, of up to 50 potential candidates are contacted directly through means reaching from social media over the phone up to the limits of the established guideline.

  • 07

    Raising attention

    The potential candidates’ interest is directed to the position through the first contact. It is understood that the actual client’s identity is handled with discretion.

  • 08

    Creating profiles

    After the first direct talks, profiles are created for promising candidates. These profiles provide information about the potential suitability for the position to be filled.

  • 09

    Initiating the interview

    Remel Executive Search interviews up to 25 potential candidates depending on the potential available. At this stage, discussions are held to assess ability, personality and qualifications.

  • 10

    Selecting potentials

    The client is presented with profiles of at least five potential candidates. Based on these profiles, the client will decide on which of the candidates to continue the selection process with.

  • 11

    Arranging the interview

    In consultation with the client and the candidate, Remel Executive Search arranges an interview during which the client and the applicant will get acquainted.

  • 12

    Winning the preferred candidate

    Remel Executive Search accompanies you until the successful integration of your preferred into your business. The active Executive Search process is complete with the signing of the employment contract.

* Depending on the project, individual deviations in given process steps are possible.