This page explains the essentials of executive search, the search process from both client and candidate perspectives, and the benefits of using the service.
1.Overview
What are the best ways to secure outstanding talent? For companies to grow and keep their competitiveness, it is essential to find not just highly capable people, but individuals who resonate with the company’s culture and vision and can make a long-term contribution. In general, the following methods are used for securing talent:
a.Referral Hiring
Referral hiring is a method where current employees introduce trusted acquaintances or former colleagues to the company. Candidates often have a prior understanding of the company’s culture and job role, making it easier for them to adapt quickly. Referrals are known to attract high-quality candidates, but this method can be limited by the employee’s network and may not always yield ideal candidates for specialized roles.
b.Introduction via Recruitment Agencies
Recruitment agencies offer specialized services that introduce candidates who meet the company’s hiring criteria. These agencies leverage their extensive networks to provide rapid recruitment solutions. However, they primarily target “active job seekers,”making it difficult to access “passive candidates” who may not be actively looking for a new role.
Unlike these general methods, executive search is a specialized recruitment consulting service aimed at locating and securing top-level talent, such as executives, senior
managers, and professionals with unique skill sets. A distinct advantage of executive search is its ability to reach not only “active job seekers” but also “passive candidates”
who are not actively searching but may consider a new opportunity if it aligns with their career goals. By researching candidates’ areas of expertise and achievements to find the right fit, executive search is particularly well-suited for filling critical roles within a company. At Kaneko & Associates, we utilize a vast network and deep expertise to approach candidates with precision.
2.Search Process (Client Perspective)
a.Confirming Client Expectations
We confirm the details of our service scope, timeline, fee structure, cancellation policies, and any restrictions or prohibitions. After proposing strategies for target companies, candidate selection, and diversity goals, we align on the search strategy. We discuss the communication approach with clients and candidates to clearly understand the client’s priorities and expectations.
b.Understanding Client Culture and Candidate Profiling
We explore the client organization, its culture, long-term strategy, and short-term goals. After discussing key competitors, we develop an understanding of the client’s strategy and organizational structure. Based on the role’s responsibilities and cultural fit, we create a candidate profile and gain client approval on the search strategy.
c.Candidate Search
After verifying the candidate profile, consultants or search staff conduct an exhaustive candidate search. The progress, including search parameters and market insights, is reported to the client regularly through verbal and email updates. The search employs a detailed mapping of target competitors, digital search, and sourcing calls.
d.Candidate Evaluation
Candidates are evaluated against the requirements and relative positioning. A prioritized approach is established, ensuring transparency and clarity. Screening interviews are conducted, and potential candidates are shortlisted and assessed comprehensively. When interest is high, resumes are prepared in advance of interviews. Detailed personal interviews by search consultants verify experience and qualifications, and as interviews progress, current compensation, equity, and bonus details, along with the timing of payouts, are reviewed.
e.Background and Reference Checks
Before making a final selection, background and reference checks are conducted per the client’s request.
f.Offer Acceptance Negotiation
We negotiate with the candidate selected by the client, ensuring the offer letter is only extended when likely to be accepted. This step involves close communication to finalize the recruitment process successfully.
g.Onboarding
To ensure the candidate integrates smoothly into the new environment, we support onboarding in collaboration with the client during the initial 100 days. Additionally, we often assist in team recruitment to strengthen the organization, enabling the candidate to pursue potential new clients or business areas.
3.Search Process (Candidate Perspective)
a.Initial Contact and Position Proposal
We reach out directly to propose a position that aligns with the candidate’s background and skills. At this stage, candidates consider whether the role and company align with their career status and goals.
b.Career Consultation with Our Representative
If interested, candidates meet with our consultants or representatives, where details about the role and responsibilities are shared. We also discuss the candidate’s career goals, values, and expectations, ensuring an ideal match with the client.
c.Application Preparation and Profile Development
Our consultants help candidates prepare their resumes and related documents for client review. This process ensures the candidate’s achievements and strengths are effectively communicated to the company.
d.Interview with the Client
Upon passing document review, candidates begin interviews with the client, which may vary in number. We provide feedback, preparation, and coordination for each stage of the interview process.
e.Offer Confirmation and Final Negotiation
Once the client indicates an intent to hire, a formal offer is made. At this stage, we thoroughly review salary, position details, benefits, and other specifics, making final adjustments to align the offer with the candidate’s expectations.
f.Onboarding Preparation and Support
Once the offer is accepted, we support onboarding in coordination with the client to ensure a smooth transition.
4.Importance of Executive Search
We are in a time of unprecedented change, where technologies like AI, big data, blockchain, IoT, and fintech are transforming how we live and work. This rapid evolution is reshaping what it means to be a top leader. Now, more than ever, companies need leaders with the vision and skills to thrive in a disruptive landscape.
Executive search firms play a vital role in identifying leaders who align with clients’ strategic goals. Our firm combines market insights with competitive analysis to help clients build a resilient leadership foundation, fostering sustainable growth and a lasting competitive edge.