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Our detailed approach for our executive search service

1. Requirements assessment

• Search-launch meeting with the client, usually present at this meeting:

-The hiring manager for the position to be filled
-The human resources head
-The consultant in charge of the mandate (Panache)

The purpose of this meeting is to understand the organizational culture of the employer, its business model, its corporate objectives and its challenges while appropriating or helping to define the skills required and the profile sought. The consultant should also become familiar with the client's management style.

From this initial meeting stems the development of the research strategy

2. Prospecting candidates

• Sourcing of potential candidates and key collaborators (contact networks)

• Direct and personalized approach to targeted candidates

• Posting and distribution of the position on strategic channels

• We ask that you send us any applications that could be addressed to you directly for the entire mandate

• Rigorous follow-ups with candidates under consideration

• Transparent and honest follow-ups with unsuccessful candidates

3. Talent Appreciation

• Conducting interviews with potential and interested candidates

• Selection of candidates according to the required skills, the desired profile and the estimated fit with the hiring manager and the organizational culture of the employer

• Determination of the short list of candidates to present

4. Shortlist presentation

• Meeting to prepare for the interviews with the client, usually present at this meeting:

-The hiring manager for the position to be filled
-The human resources head
-The consultant in charge of the mandate (Panache)

The purpose of this meeting is to summarize the important elements of the research, illustrate the relevant and/or useful findings from the market, if applicable, and present the candidates who stood out. A review of each candidate will be carried out to provide value-added explanations to the copy of the resume that will have been shared with you.

From this meeting stems the planning of the “employer-candidate” interviews.

5. Final selection

• Conducting “employer-candidate” interviews

• Feedback from the interviews between the employer and the consultant in order to summarize the appreciation of the candidates met and help in narrowing the shortlist/or choosing the finalist and identifying the subsequent steps (2nd interview, psychometric tests, etc.)

• Verbal offer proposal conditional on taking references and pre-employment surveys required

• Negotiation support if necessary

• Support for the preparation and presentation of the final offer

6. Following the Onboarding

• Periodic onboarding follow-ups and coaching by the consultant with the candidate during the first year in office

• Periodic satisfaction follow-up meetings by the consultant with the hiring manager and the human resources lead regarding the integration, adaptation and contribution of the selected candidate during his/her first year.