Interim Executives has handled recruitments for international clients in many different industry sectors.
We approach candidates through direct search methods - executive search, headhunting, as well as traditional recruiting – using advertisements in online and offline media and our own, constantly updated database. © German, FT, Germany
Every recruitment is individually developed, it provides a clear overview of the single steps of the search from the very beginning. A short weekly intermittent report keeps the client automatically up-to-date.
|Market potential analysis (option)|
|Timetable© German, FT, Germany|
|Ideal candidate profile|
|Target list of companies (option)|
|Media plan – effective and cost effective solutions|
|Advertisement development and management|
|Pre-Screening and headhunting (option)|
|Assessment of education, career, credentials and references|
|Short list on the basis of the ideal profile|
|Recommendations (95% of our customers trust our commitment)|
|Moderation and mediation|
Our target is to present to our client at the end of a recruitment between 2-4 highly talented Candidates who all would be able to be successful in the role - so he can concentrate on his feelings.
Once we have collected information about the market, the company, the products, the team, maybe also the competition, jointly with our client we develop an ideal candidate profile. The profile contains information about: necessary competencies, required experience, scope of responsibilities, position in corporate structure, knowledge of foreign languages, remuneration package, type of employment and more.© German, FT, Germany
After selecting a recruitment method we develop and realize the media, such as research tools, database-access, advertisements or concept work, and/or we are developing the target list of companies and or possible candidates. After getting in tough via phone and mail we analyze the applications for preliminary consideration and selection. © German, FT, Germany
We carry out phone and face2face interviews with the candidates targeted in the preliminary selection. The interviews aim is to find out the character of the applicant, his personality, more details about his motivation, his experiences, such as competencies in a certain field and acquired skills. Additionally his personal situation with family, hobbies and private life.
Another interview objective is to assess the candidate whether he fits for job in terms of psychological profile, intelligence, soft skills and features of his character.
We may verify and evaluate skills defined in the profile including testing of the candidate's writing and speaking skills in foreign languages.© German, FT, Germany
Additionally, upon client's request, we may carry out a series of a specially selected psychological test to deepen the knowledge on the candidate. Based on in-depth analysis of results we may define both various aspects of intellectual, cognitive and social activity of the candidate.
Based on all information gathered during the previous phases, we select and present to the client these 2-4 candidates who match with the profile at its best. We develop a detailed description of qualifications and skills, predisposition to a certain profession or occupation, position fit, as well as we provide a summary listing strengths and weaknesses.© German, FT, Germany
Most important information or successes learnt through an interview we verify through checking of references after the client preference.
We assume an obligation to present more candidates to the client, if the hired candidate retires. For each candidate selected by us and employed by the client, we offer a minimum of a three-month guarantee, which can be extended to 12 months for a small additional fee.© German, FT, Germany
A long common path begins with the first step. We look forward to the opportunity. Let us come together and find out, what we can do for you and your business in recruiting and headhunting in German speaking countries.
Test us, trust us.