In contrast to Executive Search, Professional Search does not contact potential candidates directly, but instead places an advertisement. Mainly because of the narrowness of the market, we consider Professional Search to be a useful supplement to Executive Search. Professional Search has five phases, namely need assessment, advertisement, selection, candidate presentation and contract negotiation.
The need assessment is the preparatory phase and involves making a detailed assessment of the client’s needs and the profile of the vacant position. The core information derived from this analysis is then supplemented by our knowledge of the company’s current position on the market and integrated into the search process. In consultation with the client, we select the appropriate search instruments and agree upon the use of the media.
On the basis of this analysis, an advertisement is placed in the print media and possibly in the online media. On the basis of our profound knowledge of the media market, we use advertisements that have been carefully worded to attract a wide range of potential candidates (irrespective of industry) within as short a time as possible. The professional conception and wording of the job profile, the layout of the advertisement and the reputation of Amrop all play an important role in filling the vacancy successfully.
During the selection process, we filter the applications we have received and also screen our database for candidates who match the agreed search profile. Over the years, we have built up a database containing more than 3,000 executive and specialist profiles. This forms the basis of every search and is continuously updated and expanded. Suitable candidates are then contacted and invited to personal interviews. At these personal interviews, we verify their professional qualifications and social skills, appraise their successes and achievements and analyse their motivation and personality. This information is then summarised in detailed confidential reports and a short-list is drawn up. Candidates only make it onto this short-list if we are convinced that their skills, experience and personality meet our client’s specific requirements.
In the presentation phase, this short-list and the detailed confidential reports are forwarded to our client. We then arrange the initial interviews between the selected candidates and our client. If requested by the client, we are also happy to be present at these meetings. Following the hearing, we discuss each of the candidates in detail with our client, evaluate them and draw up a ranking list. With the consent of the top-ranked candidates, we then obtain references.
In the final phase, we support our clients during the contract negotiations with the chosen candidate. Both clients and candidates can rely on our consultants’ experience and knowledge of the market at all stages of the contract negotiations. Once the successful candidate is in place, our consultants maintain regular contact with our client and the candidate to ensure the newcomer’s successful integration into the company so that both the company and candidate can achieve their goals.