Executive Search

Search and Selection

High-calibre and committed leaders are an essential component for business success. For the past twenty years, we have successfully placed senior business leaders, chief executives, divisional and functional heads, across a broad range of sectors such as manufacturing, telecom, retail and airport services. We take it very seriously to recruit an organisation’s next leader.

We understand that our search and selection services play a crucial role in the development and success of our clients’ business. We work across a wide range of sectors and job functions.

We’re an active member of PRAXI Alliance and can offer and manage effective Executive Search projects in more than 30+ countries with our partners in the network.

Our Approach

Each assignment is unique and we tailor the approach depending on the needs of the client and the sector. A typical assignment might include the following:

Our initial meeting is highly consultative and allows DUMAN Executive Search to learn more about a client’s company and their needs. We gather their current talent requirements to understand how a successful search will affect the business. We discuss at length how the new hire will contribute to business success, what skills and experience are essential and the level of compensation that would be appropriate considering market conditions. After this meeting, we prepare a proposal and assignment brief describing the role and ideal candidate.

We develop a comprehensive assignment brief combining what we have learned from the client with our knowledge of the industry. The result is a strategy that can answer two critical questions:

  • Where are the best candidates likely to be now?
  • How do we present the company’s opportunity so it attracts credible interest from the outset?

We take a thorough, research-based approach to finding the best candidates. We leverage our industry contacts and identify target organisations that are either direct competitors or represent best practice within a specific sector or function. We then approach these individuals to understand their aspirations and, if we feel there is a potential fit, have an introductory conversation about the opportunity.

The result from this proven process is a concise, vetted shortlist of the strongest candidates in the marketplace. We meet/interview each individual. We describe and build interest in the opportunity while closely reviewing their professional background and experience by conducting competency-based interviews. Lastly, we choose the most qualified talent and create interview assessment briefs that detail our evaluation of each top candidate.

This process adds critical value, as the client is provided with a meaningful overview of the candidate’s history, both professional and personal. Ultimately, this will provide an early indication of the match for both the candidate and the company.

Collaborating with the client, we create the best possible interview process to meet the client’s schedule. We provide details on location and interview team, all the while making sure that candidates understand the full specifications of the job for which they are interviewing. Following the interviews, we debrief the client and the candidates and broker communications among all parties.

We can provide more detailed analysis on the chosen shortlist or final candidate through our Leadership Consulting team with using DUMAN Assessment Center Process and/or  ZENGER FOLKMAN 360 degree Leadership Assessment Tool.

We rigorously conduct reference and credential checks, as we strongly believe that the more we know, the better we will understand candidate strengths and weaknesses. Also, early reference checks can accelerate the on-boarding process after a candidate is hired. We take a full 360-degree approach to our reference checks allowing for a balanced perspective on the candidate.

Up to this point, information has been exchanged extensively on the search details and feedback. The next stage is to decide which candidate from the shortlist is best suited to the business need. At this point, our role is to facilitate communication that promotes full disclosure of both the client and candidate interests and concerns. We work to ensure the strengths and weaknesses of all potential matches are clearly understood and encourage the client to choose the best candidate.

Our responsibility is to consult on what it will take in today’s market to develop an offer that will close the deal with the selected candidate. We work with the client to develop an offer comprising base compensation, bonuses, equity, relocation and perquisites that both the organisation and the candidate are ultimately satisfied to accept.

As the closing of the candidate offer approaches, we present the offer to the candidate on behalf of our client’s organisation, if asked by the client. This approach allows both parties to candidly express concerns and ask questions openly. Upon acceptance, start dates are determined, and we help the candidate manage a successful disengagement process with their current employer. Finally, the selected candidate – the best candidate for the job – is ready to begin a new job and start contributing to the client’s business success.

If asked by the client, we offer 3 month onbourding coaching for the newcomers.