Amrop researchers and consultants assess market availability, use comparative benchmarking and find candidates who not only have the required experience and expertise but are the correct cultural fit with the organization. A senior Amrop partner is involved in every search assignment until its successful completion.
To ensure the effectiveness of multi-country and international search assignments, Amrop leverages the strength of its global network. Typically, a project team comprises consultants from countries where the search is being conducted and who understand both the local and global context in which the search will take place. Consultants with specific industry expertise are also involved. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.
The context driven process includes:
Following extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analyzed.
The objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.
Amrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.
A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.
Potential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.
Throughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.
Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.
Both the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.
Where local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.
After a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organization and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organization, if required.
Boardroom Talent: How can Executive Search do better?
Executive search consultants are extremely discreet; their clients and candidates need them to be. For Amrop’s Eelco van Eijck, one undesirable consequence is that clients lack a clear view of his profession. And that the sector feels insufficient incentive to apply professional and behavioral rules, or develop its quality standard.
The New Shape of Work: Why the Only Way Up is No Longer Up
Any credible career should follow an uninterrupted, upward trajectory, or so the assumption goes. Many hiring organizations, executive search firms and leadership candidates still exercise this kind of ‘up or out’ thinking. Yet a growing number of successful executives are seriously questioning What’s Next.
Make or Break: Transition Coaching for Incoming Executives
Whether you are a senior executive facing your first months in a critical role, or a key internal stakeholder in an incoming leader's transition process, Amrop invites you to explore the emotional landscape facing every new entrant, and discover some keys to its successful navigation.
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