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Executive Search

Process and methodology for exclusive retained search

The Lead Executive Search Consultant of People Power Placements SA (Pty) Ltd, trading as Auguste
Coetzer Executive Recruitment engages on a detailed, CONFIDENTIAL briefing with the client.

The briefing would include information on the client/group, the position and candidate to be
searched for.

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1. Screening and longlisting of suitable candidates

  • Suitable candidates are screened and interviewed by the Executive Search Consultant in accordance with the assignment brief
  • These screenings and or interviews result in a longlist of suitable applicants to be discussed with the client
  • This discussion results in an agreed shortlist with the client/selection committee
  • The Executive Search Consultant communicates updates with all candidates and the client, as required

2. Shortlisted candidates

The Executive Search Consultant presents the shortlist of candidates and their documents to the client/selection committee. The client confirms the selected shortlist of candidates to participate further in the process. Candidates are informed.

3. Client interviews

We facilitate interviews for the client, i.e.

  • Informs the candidates of the panel interview/interview date and all details required
  • Interview confirmation documents are emailed to the candidates and they are briefed to ensure that they are well-prepared

4. Panel interview questions and or case studies

  • Panel interview questions and or case studies can be prepared together with the client recruiting Executive / Interview Panel
  • The Executive Search Consultant can facilitate and attend the panel Interviews, if required. The benefit is ensuring a consistent process
  • Arrange and coordinate panel interviews and logistics for candidates
  • Prepare Panel Interview packs for each panel member
  • Panel Interview Questions packs are prepared and tabled at the interview session

Note: The client arranges their interview panel

5. Psychometric assessments and cost of assessments

Should the client require Psychometric Assessments to be conducted on suitable candidates, the Lead Consultant will ensure that such services are provided.

Assessment requirements are discussed, tailored, quoted on and agreed as per the assignment. It is critical that the Assignment Brief is utilised for the assessment. A Psychologist or qualified Assessor facilitates the psychometric assessments. Psychometric and competency assessments are scientific and licensed tools, tailored to support hiring decisions and highlights developmental areas of candidates.

6. References and credibility checks

In order to maintain confidentiality, references and credibility assessments are strongly recommended to only be done for the final two shortlisted candidates. The reason being that candidates are very sensitive to be exposed in the market as interested, however references are obtained from previous employers, verifying and contacting the most relevant parties.

  • References serve as value added information to support selection decisions. Where required, to ensure the credibility of the referee, People Power Placements SA (Pty) Ltd, trading as Auguste Coetzer Executive Recruitment endeavours to verify the referee’s position, title and company where the referee and candidate is / was employed. References from the current employer can only be conducted once an offer of employment is extended and accepted by the successful candidate.
  • With permission granted by the applicant, Credibility Assessments are conducted, which includes verification of a candidate’s Identity document, academic qualification/s, previous recorded employer/s, last address on record, credit standing and criminal record check.

7. Closing

We facilitate the Exclusive Retained Search process up to its conclusion, including

  • Making the offer of employment to the preferred candidate, the negotiations, the acceptance of the offer of employment and confirmation of commencement of employment
  • Preparing an Appointment Recommendation report for governance and Board protocol if required
  • Sending regret letters to all unsuccessful long and shortlisted candidates
  • Conducting post-engagement services such as follow-up discussions with both the client and the appointee after the commencement of employment by the candidate, during the guarantee period

8. Work schedule timeline for both assignments

Week

Week 1

Activity

• Receive brief from recruiting executive
• Signing of all relevant documents
• Lead Consultant brief researchers and search process commences

Week

Week 2

Activity

• Lead Consultant and researchers identify target companies / organisations and possible
candidates
• Obtain CVs and start interviewing
• End of week two: Lead Consultant presents a work in progress update to client

Week

Week 3

Activity

• Short list interviewing continues
• End of week three: a long list presented to client and a short list is determined from the long list for client panel interviews

Week

Week 4/5

Activity

• Client shortlist interviews
• Final two shortlisted candidates assessed, and all identification checks done i.e. work-related references, employment history, qualifications and credit records

Week

Week 6

Activity

• Job offer extended to successful candidate
• Start date of candidate determined
• Closure of assignment

Talentor Partnership

Our Global Partnership

We joined Talentor to benefit from being an independent, local company while simultaneously plugging into a global network of innovative and reliable search professionals for clients’ international searches. People Power Placements works across Sub-Saharan Africa and has executed recruitment projects in Botswana, Burkina Faso, Cameroon, Ghana, Kenya, Mozambique, Namibia, Nigeria, Tanzania, and Uganda.

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People Power Placements SA (Pty) Ltd
trading as Auguste Coetzer Executive Recruitment

Company reg No: 1998/012053/07

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