As business consultants, we are employed in stages which demand intricate decision-making. The client’s situation can be as following:

• They are seeking a capable director for a foreign branch office.
• They wish to conduct a selection process of a key person discreetly.
• They are at an initial stage of re-organisation which includes multiple vital staff choices.
• They have been negotiating with a candidate for an executive post in a business sector new to them, and the person declined the position at the last moment.
• A family business is initiating a generation change, and they need an outside opinion for choosing a new manager.

Executive search

Being executive search professionals we only accept assignments we deem feasible and require a written agreement prior to committing to a project.

A memorandum is drafted based on the initial briefing, which acts as the basis of our search. Details to be worked out include search methods employed, scheduling, reporting on the progress of the assignment, expense coverage and billing. Also persons in charge of the project are named in the document. The outcome of assignment is monitored – the terms of guarantee are also detailed in the final agreement.

InterSearch Worldwide oversees the quality of service of its partners via SQC. Practice-groups of various branches of business support our consultants with their specialized knowledge. Internal services provided by InterSearch Academy, InfoCentre, Expertise Groups and other international networks augment our capability to accept and execute demanding international searches.

Executive search is particularly useful as a means of recruitment at executive and specialist levels then.

• The number of potential candidates is limited. The candidates can be identified through research in other ways, and their interest in seeking alternative employment can be revealed through confidential contacts.
• Potential candidates may be found in several branches of business, they may be geographically scattered, and consequently, it is impossible to focus on a particular target group through advertising.
• A company is in a sensitive stage of development, or the situation within the company requires an inconspicuous way of working. This may result from a take-over bid, the initial stage of re-organisation, a merger or another similar situation.
• New business activities are launched and the company is unwilling to disclose its plans to outsiders (the need to keep a low profile).
• The candidates of interest are employed at such a level or in such an organisation that contacts are undesirable for reasons of discretion.

Media based recruitment

Publicly announcing an open position and accepting applications is mostly suitable for locating mid-level managerial and specialist personnel. In some cases, public advertising may be linked to supporting the executive search process.

Job advertisements, as a form of economic trends, are also read by people other than potential applicants. Thus, a well executed job advertisement effectively supports other public corporate communication. Being unconstrained by agreements with media companies we are able to make impartial recommendations for cost-effective media solutions.

Management audit and psychological assessment

The importance of valid personality assessment becomes crucial in the decision-making stage of personnel selection process. While interviews and references offer a fairly accurate view of a candidates past performance, they are insufficient alone in building a reliable achievement projection. Further information is needed for choosing an executive, as personal abilities, motives and development potential vary greatly between individuals.

The evaluation and reporting tools at our disposal fulfill all requirements of high-quality personnel assessment. The execution of the assessment is invariably performed by a person with background in psychology.

We also carry out large-scale human resource mappings, in form of management audits. Here, the upper management is presented with an accurate image of the managerial resources available, and of their suitability to projected requirements. This information is of significant importance when drafting plans for organisational changes, internal transfers, leadership training and future recruitment.