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Executive Search

We'll find the right talent for your company

Executive search, informally known as ‘headhunting’, refers to a specialised recruitment service for which organisations pay to seek/source/search for and select/recruit highly-qualified candidates for executive positions.  This method is also utilised when there is a shortage of a skill in the market due to, for example, the technology required by the client is outdated or futuristic in nature and the skills do not exist anymore. Conversely, there may be a high level of competition in the job market for top talent that is required to lead, design, implement, maintain and operate the future technology.

Before awarding your next search assignment, consider contacting us to partner with you in providing your company with a distinct competitive advantage.

Evidence-Based Process

We provide peace of mind that the best candidate is brought into the organisation. Our shortlist presentation provides an analysis of the search and select process followed to the point of shortlisted candidates.

It evidences how the candidates meet the skills and competency requirements for the position.

It evidences how the candidates compare to each other, using the skills and competency framework.

Candidates prepare a written competency assignment for client stakeholders to consider.

When engaging with us for the exclusive delivery of an assignment, you can expect a collaborative partnership that yields clear and transparent objectives relating to financial risk mitigation, deliverables clarity and an evidence-based process.

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Our Solution

Financial risk mitigation

  • The benefits of our discovery phase methodology are that a little more time is spent up-front gaining a deeper understanding relating to the organisation and its trajectory.  This assists in mitigating financial risk by ensuring that candidates provided by us are not only technically competent but a good cultural fit too, thus mitigating retention-related risk.
  • It further ensures that all client stakeholders are in alignment with the purpose, the role and the need that it aims to fulfil. By ensuring this up-front, there are no surprises upon presentation or post-interviews with candidates that could delay the process, thus prolonging the loss of productivity and staff morale.
  • Commercial terms that are structured in such a way as to mitigate the risk relating to fees evenly.

Outcomes

  • Co-creation of the candidate universe, job function and grade to be searched.
  • Co-creation of the skills and competencies the incumbent requires to meet the need which the position represents.
  • Clarity of the extent of involvement in the process from a feedback point of view and setting of engagement parameters.
  • Assignment timelines and engagement dates are agreed upon – We do not subscribe to the industry standard of six weeks to produce a shortlist unless it is warranted. Typically, fourteen working days are required to produce a shortlist and should more time be needed, clients are informed of this in advance as to manage expectations and diaries on their side.

“The sole purpose of a talent strategy is to support the business in achieving its global strategic objectives.  Therefore, it needs to be derived from the corporate business plan and must be measured in terms of its contribution to the achievement of company goals.”  – Prof. Steve Bluen: Talent Management in Emerging Markets

“The knowledge economy is here: it is an era which will be driven by talented people who will utilise their smarts to innovate products and solutions that are going to change the world.” – Zanele Luvuno, MD, Transcend Talent Management

Additional Services

Assessments

Over and above the competency assessments conducted during the process, we also offer full psychometric assessments, as well as a unique Emotional Intelligence Skills Assessment.

EVP Validation and Salary Benchmarking

  • All candidates are screened
  • Feedback given on search and select process
  • Feedback used for refinement of client EVP, talent attraction strategy and salary benchmarking

Coaching

We provide on-boarding and performance coaching to ensure that the incumbent’s assimilation into the new organisation and job is swift and that they become strategically productive sooner.

Background

Executive search, informally known as ‘headhunting’, refers to a specialised recruitment service for which organisations pay to seek/source/search for and select/recruit highly-qualified candidates for executive positions.  This method is also utilised when there is a shortage of a skill in the market due to, for example, the technology required by the client is outdated or futuristic in nature and the skills do not exist anymore. Conversely, there may be a high level of competition in the job market for top talent that is required to lead, design, implement, maintain and operate the future technology.

South Africa has the added challenges of organisations requiring top executive and scarce skills talent in a market that itself does not generate sufficiently qualified skills to service business strategies. The scarcity of these skills is further compounded by the need for organisations to transform its human capital composition to further the regulated national economic inclusion of previously disadvantaged individuals.

This market also reflects the same under-representation of women in the workplace, especially in leadership positions, similar to the rest of the world.  This makes suitably qualified top Black South African female talent for leadership and scarce skills positions the most sought-after candidate demographic that organisations hire executive search firms to search and select for.

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