A Step By Step Guide To Executive Search Process Followed In China

The primary objective any executive search process is to ensure an effective and targeted recruitment in accordance with the specific needs of the job position. In order to fulfil this objective, the recruiters need to adhere to a well laid out search lifecycle that provides a solid foundation for talent recruitment and eliminates the risks and costs associated with a wrong hire. A thorough search process provides the leading recruitment search firms in China the advantage of a strong list of candidates for each hiring assignment. Discussed below are the various steps that from an integral part of such a search process in the Chinese business environment.

Setting Search Requirements And Timelines

A thorough search lifecycle starts with establishing the priorities, which in turn comprises of defining the exact requirements of the search and its timelines. During this phase, the recruiters need to invest time and effort in understanding the specific skills, abilities and knowledge sought in potential candidates. It also includes learning about the unique hiring challenges faced by the client organizations as well as understanding the company culture. The recruiters should also develop a personalised candidate and job specification that is in tandem with the responsibilities, objectives and challenges associated with the job position.

Create An Appropriate Search Strategy

The next phase involves the creation of an appropriate search strategy based on a through market analysis. The recruiters also make use of various research tools to create the right strategy that can help them reach out to the most suitable candidates. These tools can range from the internal to external database of senior executives, various online sources as well as the contacts and networks established by the executive recruiters over the years.

Identification Of Potential Candidates

At any given time, the executive search firms in China have access to hundreds of talented executives across various levels and industries. The recruiters need to create a narrowed down list of candidates suitable for a specific job role on the basis of the requirements provided in the job description.  The process of identifying potential candidates includes evaluating the executive professionals who match the client needs and play a significant role in organizational growth. They should establish open lines of communication with the clients to better understand their needs. 

Short Listing Qualified Candidates

The next phase of the search lifecycle comprises of short listing the candidates that fulfil a majority of client expectations. For this the recruiters need to conduct a series of interactions and interviews that will provide them an insight into the background and competencies of the candidates. They can then use this information to create a list of 10-12 candidates they might consider most appropriate for the job. 

Finalizing The Search Process

The final phase of the search lifecycle comprises of finalizing the best candidates after negotiating with both the clients and candidates. The recruiters also need to ensure that the finalized candidates are serious about taking up the new job position and feel satisfied with the compensation and other benefits being offered to them. In addition, they also need to assure the clients about the capabilities and competence of the finalized candidates for specific roles.