- (+45) 70 22 92 12
- info@fieldpotential.com
- Hammerensgade 1, 2. 1267 Copenhagen K
The search process at FieldPotential is a meticulous and refined approach that has evolved through our extensive experience in Executive Search. We have streamlined this process to be efficient while maintaining accuracy and effectiveness.
At first we conduct a thorough interview and a comprehensive analysis of a company’s structure, needs, desires, and DNA is a fundamental part of our approach to ensure that we identify the ideal candidate for our clients. Our in-depth interview process involves discussions with key stakeholders within the organization. We begin by engaging with the client to gain a profound understanding of their corporate culture, values, and strategic objectives. This initial consultation helps us uncover the unique DNA of the company, which is essential for finding candidates who will align with the organization’s ethos.
The search process at FieldPotential is a meticulous and refined approach that has evolved through our extensive experience in Executive Search. We have streamlined this process to be efficient while maintaining accuracy and effectiveness.
At first we conducting a thorough interview and a comprehensive analysis of a company’s structure, needs, desires, and DNA is a fundamental part of our approach to ensure that we identify the ideal candidate for our clients. Our in-depth interview process involves discussions with key stakeholders within the organization. We begin by engaging with the client to gain a profound understanding of their corporate culture, values, and strategic objectives. This initial consultation helps us uncover the unique DNA of the company, which is essential for finding candidates who will align with the organization’s ethos.
Furthermore, we work closely with the client to outline the specific requirements of the role in question. We delve into the intricacies of the job, discussing the qualifications, skills, and experience necessary for success. We also explore any nuances or industry-specific knowledge that may be essential.
As we progress in our search process we begin with a thorough examination of companies where potential candidates may currently be employed. This initial step allows us to identify promising sources for talent. We then extend our search to include qualified candidates from other relevant areas of interest, ensuring a comprehensive candidate pool.
Once we have compiled a list of potential candidates, we initiate the screening process. This involves engaging with candidates to gain insights into their current job situations, as well as their preferences and requirements for a new position. Additionally, we collect their CVs and may seek references to assess their qualifications and suitability for the role.
The end result of our meticulous search process is a curated list of the top candidates. This list represents individuals who have been rigorously evaluated and are well-suited for the role in question. Clients can then choose from this selection, confident that they are considering the most qualified candidates available.
At FieldPotential, discretion is a fundamental principle of our work. We understand the sensitivity of executive-level searches and can conduct completely confidential searches. This means that we can maintain confidentiality regarding the role and client information when communicating with our candidates, ensuring a discreet and professional approach throughout the process.
Throughout the search process, we conduct multiple interviews with the candidates. These interviews delve deep into their competencies, personality traits, professional backgrounds, and motivations. Our aim is to build a comprehensive and nuanced understanding of each candidate as both a person and a potential employee.
The end result of our meticulous search process is a curated list of the top candidates. This list represents individuals who have been rigorously evaluated and are well-suited for the role in question. Clients can confidently choose from this selection, knowing they are considering the most qualified candidates available.
At FieldPotential, discretion is a fundamental principle of our work. We understand the sensitivity of management-level searches and can conduct completely confidential searches. This means that we can maintain confidentiality regarding the role and client information when communicating with our candidates, ensuring a discreet and professional approach throughout the process.
Throughout the search process, we conduct multiple interviews with the candidates. These interviews delve deep into their competencies, personality traits, professional backgrounds, and motivations. Our aim is to build a comprehensive and nuanced understanding of each candidate as both a person and a potential employee.
This structured recruitment process ensures that each step is well-defined and organized, leading to the selection of the most suitable candidate for the role.
The process typically takes between 4 and 8 weeks, depending on the number of consultants assigned to the task.
1.
Recognize the requirement for a new hire within the organization, often initiated by a department or team.
2.
Craft a detailed job description outlining the responsibilities, qualifications, and expectations for the role.
3.
Build a pool of potential candidates through various sourcing methods, such as job postings or networking.
4.
Reach out to prospective candidates to express interest in their potential fit for the role.
5.
Collect resumes and additional application materials from interested candidates.
6.
Assess and screen candidates based on their qualifications, experience, and alignment with the job description.
7.
Hold initial interviews (usually by phone or video) to evaluate candidates’ suitability and cultural fit.
8.
If applicable, provide candidates with skills tests or case studies to further assess their capabilities.
9.
Evaluate the results of tests and cases to gauge candidates’ performance and problem-solving abilities.
10.
Conduct a second round of interviews, often in person or via video, to delve deeper into candidates’ qualifications and compatibility with the team.
11.
Collect digital references from candidates to ensure consistency and fairness in the reference-checking process.
12.
Present the top candidates to the hiring team or client for their consideration. Presentation includes an in depth description of the candidate and materials gathered during the process.
13.
Facilitate interviews between the client and the final candidates
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