Overview

We help senior executives to successfully manage every stage of the job search process: to negotiate the ‘hurdles’ between first entry into the market, CV production and successful closure in terms of securing the right offer. The support program is a combination of customised advice, constructive feedback, provision of tools, techniques and deploying tactics to differentiate and improve performance and ultimately, to ‘win’ the target appointment.

We know from the Executive Search & Selection business that there is an observable difference between a ‘good’ interviewee and a ‘great’ candidate. Particularly in a difficult market, mediocre people who perform badly and fail to differentiate will rarely secure a successful outcome. A typical interview and assessment process can last 3 months or longer from the time of initial contact or application, during which there can be multiple meetings, assessments and presentations. This program covers the end to end process, the discipline required to achieve success and how the Candidate can retain a degree of control and an ability to influence the outcome in their favour.

What does the Program cover?

The program consists of a combination of planned, highly interactive work sessions lasting up to 3 hours on specific items: agreeing ‘what good would look like’ from the outset, review of CV and ‘go to market plan’(permanent, interim, NED opportunities), ‘using’ Headhunters and the increasing part played by on-line channels; The program will incorporate actual interview scenarios, captured on DVD, with feedback and insight into dealing with difficult questions, managing poor or difficult interviewers, promoting your USPs. These can be timed to facilitate a rehearsal prior to a ‘live’ interview situation, to build confidence and fine tune technique. We will assist with post interview evaluations, dealing with psychometric assessments and coaching when formal presentations are part of the selection process.

In the early stages these sessions are scheduled in the first 4/5 weeks to ensure momentum is built up and motivation/discipline maintained. Thereafter, shorter sessions either face to face or via telephone or even email to deal with specific points or concerns, for example dealing with a Headhunter approach or a NED opportunity advertised in the press.

The program will include unlimited access on a needs basis via telephone or email. This is important as often ‘real time‘ advice is helpful in certain situations and during this period participants have the benefit of ‘testing’ their ideas, exploring possibilities in risk free environment.

We can also help with accessing the market, as Executive Search consultants we see senior level appointments in the media and are contacted by other Headhunters for potential nominees. We may also be briefed on a relevant search or NED assignment or via our business network and consulting assignments have advanced warning of a role that may be of interest.

In summary, the program will cover:

• Initial planning and program set up

• CV preparation & customisation

• Interview Technique & Tactics

• Dealing with psychometric assessments

• Preparation for the reference checking process

• Advice on the program management aspects

• Accessing the market and evaluating opportunities as they arise

What’s the purpose & delivery style behind the program?

Without wishing to be critical of other providers, we do not compare this program with what is frequently described as ‘career counselling or outplacement support’. Feedback from participants (some who have experienced both) reinforces the view that the BN program is practical, pacey, hard-edged and challenging. In our experience, successful senior executives are impatient to secure the right role, quickly; counselling them in the first session that the process may take 6 to 9 months, is in our view, unhelpful and counterproductive. Their enthusiasm and ‘impatience’ needs to be channelled into a single purpose: generating options, being ‘active’ in the market and securing the prize. Ideally, the participant should come through the process, more informed, wiser and better equipped for the future.

The primary objective is simple: helping the participant to secure their target position (permanent, interim or NED) as quickly and efficiently as possible. To do this we need to build confidence, however in certain situations we need to challenge and be able to give candid feedback if in our view the required level of effort, application, discipline, focus or motivation is not forthcoming. The chemistry between the BN Consultant and the Executive is therefore important. To work effectively there must be mutual respect and trust in order to provide challenge and rigour to the process.