MANAGING EXPECTATIONS: “The Hoffer way”
We build our search processes around our clients in a way that ensures a deep insight of their cultures, and a thorough understanding of their short and long-term objectives. Hoffer & Associates Switzerland AG engages with its clients throughout an assignment to ensure the alignment and smooth delivery of objectives.
Excellence permeates everything we do.
In each search we aim to identify the most capable and proven candidates; leaders who will make an immediate and significant impact. We invest in long-term relationships, taking the time to gain a thorough understanding of our client?s culture, goals and strategy, the leadership qualities needed and their competitor landscape.
Candidates are evaluated against agreed-upon competencies, client requirements and their industry peers. We provide detailed information to clients for the selection of an initial long-list of candidates through to short-list. We continue to manage the process during the interview stage, gathering feedback and guiding expectations.
The meticulous candidate assessment includes an in-depth interview process, competency based interviews?and a cultural fit assessment. We maintain an open dialogue with all parties throughout the assignment, ensuring a smooth transition through the final stages and that expectations are met. Above all, our commitment to excellence governs each search. Every step in the process is geared toward providing the highest possible standard of service with the most granular level of detail.
We contact our candidates mainly throught
Own Database
+1500 Private Bankers Expertise in Emerging Markets and in the European Zone
Mapping
Updates maps are performed on a yearly basis.
Research
Direct Consultants, Associates and introducers
Social Media
Lorem Ipsum
Referrals
From own network.
Direct approach from candidates.
Job Boards
Specialized websites
OUR APPROACH: Planning & Execution
1. Initial client meeting: The hiring client meets with the search firm to outline search requirements, timelines, future organizational strategy and mission, and get an idea of corporate culture.
2. Deeper client analysis: The Search firm will then begin a more thorough analysis of the hiring company, identifying key opportunities for the new executive, and defining a candidate profile that fits into the corporate culture and organizational structure – often this stage includes meeting key executives at the hiring organization.
3. Market analysis: Following this process, the executive search firm will complete a deep analysis of the market and create a compelling executive job profile. Market analysis will outline the competitive environment and influence the type of executive the search firm will look for. This process often includes a team of highly skilled researchers and results in a document that will be a reference throughout the entire search process ? the candidate specification. The candidate specification (job description) will contain detailed information about the role, responsibilities, the hiring client, key opportunities presented by the executive job, and outline career and educational requirements.
4. Search strategy: This stage will include a deeper analysis of the market, outlining key companies they may wish to research for executive talent, and documenting all avenues that will be exploited in order to gain access to the top talent in the marketplace. The research tools that form part of the search strategy will often include their own database, previously conducted market analysis, alternative internet sources such as social networks, and of course, their own network and contacts.
5. Name generation and candidate identification: Within the executive search industry, the process of creating an industry/function wide map of talent and long-list of potential candidates is known as ?name generation? or ?talent mapping?.
After they have a number of high potential executives listed (sometimes 100+), executive search consultants and researchers will begin qualifying the potential targets and identifying whether they are suitable candidates.
6. Approach, qualify and interview to create a short list: A series of internal meetings will continue throughout the candidate identification process and the number of potential candidates will be reduced to 10 at most. This shortlist is achieved through detailed interviews that discuss the specifics of the executive job, and explore the candidates? background, competencies and interest in the role. Many firms apply their own specific methods of client qualification at this stage.
7. Basic referencing, present short list to the client: Before any candidate is presented to the client, AESC search firms will complete basic background checking to verify their qualifications and executive career background. Provided there are no problems (modifications if there are) the shortlist will be presented to the client.
8. Narrow to 3-5, thorough referencing: Following meetings at the previous stage, the client will work with the search consultants to narrow the candidate shortlist to just 3-5 potential senior executives. At this stage the search firm will begin thorough reference checks (often using specialist firms such as Kroll), and provide final thoughts on strengths and weaknesses about each candidate.
9. Offer and negotiation: After a series of interviews and consideration of external references, the client will select their preferred candidate and the process of salary and offer negotiation will commence. Often the search consultant will act as a mediator in this process to ensure both parties? needs are being met.
10. Onboarding and integration (if requested by client): Finally, our search firm will assist with the integration (onboarding) of the successful candidate into the workplace – the degree of involvement varies depending on the wishes of HR and agreements made earlier in the search process.
Poaching Scheme
