PRI Executive Search methodology

Detailed discussions with the key stakeholders from the client company will be required so that the assigned search team not only knows the technical requirements of each role but also understands the organisation, its culture, challenges and vision to ensure that there is a lasting fit and the attractions of the role(s) are fully understood.

Further to these discussions, we will compile a full position profile for each vacancy, including candidate profile and likely career background and skill sets. We will agree on this formally with the client before our search commences.

During a conference with the client, we will review and agree on any target institutions and regions of particular interest.

The assigned PRI team (consultants and research assistants) will be experienced in the specific sector in which the client operates, and will specialize in the research and identification of senior professionals for clients. This cooperation will result in a comprehensive and extensive list of possible candidates (we will use a technique of market mapping to focus on identifying the right candidates). The client will be kept fully informed at each stage of the assignment.

If required, we are also able to organise targeted advertising campaigns to increase the profile and attraction of candidates for the specific assignment. Using our market knowledge and regional experience, we are able to recommend a number of advertising methods. The response will be filtered and managed completely by PRI. Relevant candidates responding to any advertisement will be evaluated as described below.

Candidates are approached by the Consultant in absolute confidence and, where appropriate, they are met to discuss the opportunity, the scope for advancement and their ‘fit’ for the role. This may necessitate several discussions with the candidates. We recommend agreeing on a role specific structure with the client for our initial interviews with the target candidates; this should be tailored to provide the basis for subsequent candidate reports presented at the shortlist stage.

We will meet with the client and present a list of the most suitable individuals for each position, together with detailed biographies and our consultant’s suggestions. Our opinions are expressed forthrightly and without bias or conflict.

Our consultant will work closely with the client to arrange and plan the interview process. We also work closely with both the client and the candidates to ensure that each party receives feedback and reflections from the other, as the post-interview debriefs are an essential and delicate part of the process.

We will assist the client in the parameters of an offer letter as the offer stage is the most sensitive in the process. Our candidates are invariably highly valued by their current employer and the majority of offers result in counter bids. Our consultants are experienced in managing candidate psychology by addressing the likelihood in advance with the candidate and canvassing their reaction to a counter offer or a variety of competing offers.

Providing candidates with independent advice is of paramount importance in ensuring this delicate transition proceeds effectively and efficiently. At the end we always hope to close the case in a win –win situation for both parties.