Executive Search

In executive search, consultants are generally retained on the exclusive basis by the client. This is because in order to search for the most suitable and talented candidates within the time constraint provided by client, it is necessary to effectively go through an extensive search process which includes thorough research, interview, analysis and evaluation of potential candidates. Since various consulting activities are required prior to introduction of candidates to a client, retainer contract which typically asks for scheduled retainer fee payments over the course of assignment is preferred over contingency base contract.

One of the characteristics of retained search is high success rate. Elements which contribute to success are thorough interview with client regarding specific requirements for the position, development of search strategy based on our expertise, and introduction of interested candidates who are successful at their current positions and not in the job-seeker category. Retainer contract also allows the search firm to fully commit its resources, time, and effort to client’s assignment; such commitment provides great advantages over contingency search.

High Success Rate

In retained search, candidates who can fulfill the requirement for the position are identified through extensive research and presented to client in a form of candidate list. Only the selected few from the candidate list who are interested in the position are actually introduced to the client. Therefore, retained search in general has higher success rate than contingency search which primarily focuses on introducing job-seekers to the client.

Quick Response and Search Status Report

Executive search consultants conduct the search to meet the time limit set by client. Consultants provide “status report” periodically which enables the client to trace the details of the search and to monitor the process. This contributes to a better completion rate for each search assignment.

Respectful and Proactive Approach to Candidates

Since retained search takes the approach in such manner that consultants clearly identify themselves and indicate the reason for contacting the potential candidates, there is higher possibility of making interview appointments with candidates. Our professionalism provides candidates a sense of security on confidentiality at interview meetings. Talented candidates who are successful at their current positions do not like to be compared with other candidates in the open environment.

Our Commitment to Retained Assignment

Retainer agreement allows us to invest enough consulting time and effort to complete the search. Our consultants are totally committed to successfully concluding the search.Search process normally takes 3 to 4 months; however, in the event that we are unable to find a successful candidate within this time period, we will continue our search activities until we find the right candidate for the position.

1. Analysis on Client Needs

・Interview client to understand business, management environment, corporate culture, and business strategies

・Identify skills and attributes of candidates

・Develop search strategy and process

・Develop job specification

2.Market Research

・Research utilizing internal database and sourcing

・Identify target companies and candidates by thorough industry research (Create target list and long-list)

・Interview with candidates and sources (obtain introduction to potential candidates)

3. Selection of Candidates for Client Interview (Short-list)

・Screen candidates base on job specification (Secondary screening)

・Introduce client company to candidates, explain position, identify interest

・Prepare candidate profiles

4. Candidate Interview by Client

・Set-up a meeting

・Follow-up and advise after meeting

・Selection of final candidate by client

5. Reference Check

・Conduct reference check (multi-number of references)

・Report to client verbally or by documents

6. Employment Offer and Negotiation

・Advise on the content of employment offer including compensation

・Employment offer to final candidate

・Acceptance of offer by final candidate

7. Employment of Fianl Candidate

・Advise candidate during transition (resigning from the current employer/taking new employment)

・Periodical follow-up after employment

―Follow-up meetings after 1st, 3rd and 6th months after employment

8. Executive Coaching

9. Management Training