We begin with a detailed market analysis to locate only the best candidates for our client’s projected peer-group. We go unconventional and creative ways and develop singular search strategies to identify the most suitable clients. Our track record of successful placements, an excellent knowledge and understanding of the market, and our great client relationship give us competitive advantages, of which our clients profit from the very beginning.
In phase two of the search we dedicate ourselves to identifying candidates and creating a longlist. After all the relevant peers have been identified, we work on an intense screening process and a comprehensive analysis of these candidates. Depending on the job, the longlist may include up to 50 candidates.
Shortlist und Direct Approach
Through the collection and systematic evaluation of information the longlist is transformed into a shortlist. We collect all relevant information on the candidates on the longlist to preselect suitable individuals. We dedicate ourselves to a wholesome elimination of information asymmetries, so as to get a clear picture of the candidates and their profiles. Subsequently, we compare these profiles with the job description. Depending on our analyses we may recommend a slight adjustment of the job description. The candidates on the shortlist will be matched to the career option. This way, the longlist is reduced to between ten and fifteen suitable candidates.
The candidates we have found will be familiarized with the offered position and our client’s expectations and strategies. In meeting, we analyse the candidate concerning their professional expertise, their cultural competence, and their compatibility with our client. We evaluate and document these interviews systematically, so as to help our client make the best choice for their job position. It is in this phase that we gain deep insight into the qualifications and personality of the candidate, and that we work on strong employer branding. The interview phase usually reduces the list to four to eight candidates.
Client Interviews and Final Selection
Finally, the candidate profiles (including our evaluation and recommendation) will be presented to our clients, and following an in-depth dialogue with our clients three to five candidates are invited to live interviews. After initial interviews we keep up a dialogue with our client to decide on the best candidates for the position.
Intensifying Talks and Contract Offer
Bankenwelt Executive Search guides and moderates the entire search process and always works closely with the client to find a bilaterally perfect solution and thus the most efficient allocation of resources on the market. We moderate contract negotiations and may intervene regarding an offer’s validity and the collection of references. Additionally, we aid our clients with offer management and negotiating tactics.
The search process is not finished with the signed contract. Beyond all phases of the process we identify risk factors and try to eliminate them through timely measures. This means that we guide and advise the candidates in their decisions through deliberate employer branding and positive communication, and we accompany the candidates in their integration into the work environment of our clients.