Top Performance in Executive Search
Corporate culture is an important factor that has to be taken into account
Mismatches are rarely due to a lack of relevant professional skills – most often the problem is a “lack of fit.” This brings us to corporate culture.
According to a recent study, 95% of potential candidates would like in-depth information about the company’s existing corporate culture. This information should transcend the empty phrases usually used in this context.
Corporate culture may differ significantly depending on department and location. Within the framework of a structured dialog in the briefing, we identify your individual corporate culture, distinguishing the actual culture from the target culture to take existing change processes into account. Both our clients and potential candidates appreciate this approach and recognize it as a relevant added value.
“A briefing with us is very detailed. We have to get to know each other and we have to understand what it’s really about.”
To ensure a good fit, it’s important to define your expectations of candidates clearly and precisely.
Our clients know what they expect from their new executive, but phrasing their requirements in a truly quantifiable way is often difficult. That’s why we work with a robust analysis tool that ensures the process and assessment are clear and transparent.
“First-class address is important to us.
It helps us gain attention and trust.”
Taking task-specific leadership competencies into account
Requiring potential candidates to be able to “think strategically, be dynamic, and lead in a team-oriented and cooperative manner while maintaining the capability to assert themselves…” is commonplace and quite understandable. However, these criteria are usually perceived and evaluated very subjectively in an assessment. That begs the question: Are criteria like this truly suitable for the selection and evaluation of candidates?
In our briefing, we work with a tool that lends structure and methodology to the dialog between clients and consultants. As a result, together we can identify relevant task-specific leadership competencies. Your expectations become more tangible, we as consultants can search with greater precision, and candidates feel addressed on a personal level.
“Even after onboarding, we keep in touch. Satisfaction is important to us.”