Why do you need Executive Search and Head Hunting?

As your business grows and changes there is usually a requirement for executive search to add or replace quality mid and senior executives and bring in new experience and knowledge that can challenge the norm. If growth is the plan or a planned floatation or exit then you need to best talent to extract the best value from your team making your life science business bottom line look as healthy as possible.

PPSi offers an executive search solution that may well involve some head hunting, to help bolster your business. This service, depending on requirement includes executive search for senior managers though to directors and C-level.

How does executive search and head hunting work?

The answer to this question is not straight forwards but there is a process we follow, that is modified, depending on the requirement. As with hunting for anything, the first part of the equation is to establish the requirement and build an avatar of the required person.

The Avatar

The executive search or head hunting avatar is effectively the profile of the person required. This can be established via a briefing meeting combined with the job description. Many job descriptions are based on historical recruitment and need challenging. PPSi undertake this part of the process and to ensure that the description is on point. We will challenge you, our client, regarding the skills, education, achievements, location, previous roles, previous businesses personality and salary / package. The word “why” will be used a lot. We may need more than one session and this might need to be face to face.

We have great links and real world experience building recruiting specifications for people with NHS and HSE sales experience, contractual experience with NHSSC and National Procurement Scotland.

Executing the Executive Search and Head Hunting Assignment.

Lets start with what we wont do! We will not just advertise the role and hope someone applies!

We wont take your valuable executive search assignment and pass it to a junior recruiter to undertake phone work on.

Executive search and head hunting is a proactive process. The role may well be advertised with discrete wording purely as a place holder advert. Or if this is deemed too sensitive by the client, all the research will be desk work. Discretion is top of the list when undertaking executive search or head hunting assignments.

Using the avatar as a model, senior recruiters will contact relevant people and start conversations. The business name of the client will not be disclosed at this stage. We use senior people because they can have a serious conversation with a senior candidate. In our experience, the first thing a potential candidate does is check the credentials of the recruiter. 

Once contacts have been made and a broad understanding of what is on offer understood we will screen interview to build commitment or discount. Again, the client name may not be discussed.

If all is positive the client will see the CV or profile. If still positive a “get to know you”, usually TEAMs, meeting can take place. We are happy to be involved if required. At this point things become more “normal” in terms of recruitment. The executive search process starts to look more like a standard recruitment process. 1st interview, feedback, second interview, feedback, psychometric test, feedback and hopefully offer..

The Client is being Judged by the Candidate.

During the life science executive search and head hunting process it must be remembered that the candidate is interviewing the client too. Perhaps more so than in a junior recruitment process. To this end it is vital that the client and the decision making unit is “bought into” the process and can keep things moving and progressing. The whole process sets the level of expectation that the candidate will have of his future business. They too will be undertaking research of the decision making team and business. They will be asking themselves if this is a good move for them.

Post Offer and Post Start Review

Once an offer is made and accepted, there is a large chance that the candidate will be working an extended notice. This is a very dangerous time where candidates often get either counter offers or offers for other roles. Having nothing to lose often heightens a person bravery to go after what might previously be considered an unachievable goal plus the candidate has added time to network. PPSi have experience in keeping candidates engaged and can work with clients to make this happen. This video may help.

PPSi very much like to engage in post recruitment reviews with clients and candidates. We want to know what went well and if anything can be improved upon.

The Cost?

This executive search and head hunting service is unaffordable right? Well, if a client works with a large London or Manchester based multinational recruiter, the cost will be eye watering. The service will be dressed up into something amazing then a junior recruiter will be used to undertake the work behind the scenes maximising the margin.

At PPSi you only ever work with a senior person and the cost will be reasonable and affordable. Just book a call for a friendly discussion. See our 5 star reviews

Interested? Please contact us for a no obligation conversation with the managing director Stuart Anderson. Contact Us