With our series Internal, we grant you a look inside our Valdivia’s “machine room”: In the previous article, we looked at some fundamental steps at the beginning of the search process. Today, the search itself is at the centre of our article, the search for the candidate who best fits a given vacant executive poisition. Research is the essential element of this second milestone of our Valdivia Executive Search Process. And, at this stage, too, we offer you – both as a corporate client and as a candidate – an approach characterized by diligence and long-standing experience.
Constructive Consulting: From Wishing to Targetting
The first step of research serves to achieve clarity as to how to best fill the position – for ourselves and for the client. This is by no means always conclusive. Sometimes, companies have a complex set of requirements that may be hard to fulfil by a single person. In this case, it is all about defining priorities or possibly initiating structural change processes. In other cases, there is a clear-cut concept of the type of expertise desired for a position. Upon closer scrutiny, we may find, for instance, that a different type of qualification would be substantially better for the position.
This is how we cast a light on detail to define which person with which skills and abilities will be considered for the vacant position. It is our perspective as an outside observer that enables us to see the task at hand objectively and, if necessary, push for corrections. Retention and sustainability are additional important aspects when filling a position: which personality will likely be the right choice for the position in question, even in three or five years? Gender, on the other hand, has become irrelevant: Even in the traditionally male-dominated building and real estate sector, there is a clear tendency to fill executive positions independent of gender, sometimes even with a certain preference for female candidates.
Valdivia’s Know-How: Saving Time and Sparing Detours
In the second phase, we will first identify potential candidates – at regional level and beyond. Our powerful and specialised Valdivia Executive Search data base is the most important source for this process. Another specialised tool for the search is our list of companies. It helps us to identify candidates who do not only have the required qualifications but also experience with our customer’s business model.
Additionally, we also use a highly diversified, reliable network of thousands of executives and specialists. This way, we are able to soon present our customers with a long-list of suitable contacts in the relevant business sector – obviously in strict accordance with privacy and data protection rules and regulations. As soon as the customer informs us which candidate they are considering and which not, we will contact the selected persons in a discreet way. In some cases, should the customer wish us to do so, we will additionally place detailed job advertisements or directly approach individual people, whom the customer will have given us form their own list of contacts.
It is in this phase that more of our work’s special features will show. Oftentimes, we will be able to present a first selection of candidates in a relatively short period of time. The same way, we will at times be able to arrange for a first face-to-face meeting between customer and candidate even after only a few weeks, both parties’ availability provided, of course.
Managing Contacts: Good Foresight Is Good Value
As much as we value rapid success, we will never fail to pay attention to long-term success and sustainability. Once having meet a qualifying executive level personality, we will be happy to stay in touch, even if the customer has settled for a different candidate. And so our network grows with every single project. And we will get back to this person when a new opportunity occurs as we are mandated a suitable and interesting position.