Our Approach to Executive Recruitment

Flame Executive utilise a number of different methods dependent on the recruitment brief from our client and the target market sector. Executive Recruitment is a highly specialised and targeted method of recruitment and is specifically designed to attract high-level outstanding individuals for senior management and executive appointments. We have found that more mainstream traditional recruitment methods can be totally unproductive due to the specialised criteria our clients are searching for. As a result of this it requires a clear understanding, initiative and market awareness for Executive Recruitment to be successful.

Executive Search (Headhunting)

This is a research-driven approach to finding the most suitable candidate. It works best if the targeted individual works within a defined market place or group of companies.

Following a detailed brief from our client, our researchers study the market to create a target of list organisations, proceeding to identify individuals and then approach them to confirm suitability and establish the level of interest. Those initially short listed will be interviewed by a consultant, who will then supply the client with a revised short list of individuals that meet or exceed the required specification.

This method ensures the client can interview candidates safe in the knowledge that these are the most suitable candidates available within the specified market.

Executive Selection (Advertising)

This is an Advertising approach. By utilising appropriate media, an executive selection assignment can attract passive job seekers who browse job vacancies. It will also attract those active job seekers that are currently seeking a new position. This approach is particularly successful if it is wide in geographical or industry sector terms.

We manage the whole process by handling all responses and screening of applicants through a series of interviews until a shortlist has been decided upon. Utilising our client’s brand may increase or decrease the level of response depending on their maturity, position and reputation within the specified market. Unbranded advertising can also be utilised if the vacancy is confidential.

Combined methods (Search & Selection)

This is a hybrid approach to executive recruitment. By utilising both approaches together, this ensures that all key areas are fully utilised accordingly throughout the entire process, subsequently increasing the reach and ensuring the most suitable candidate is secured.

Retaining a Consultant / Partner

All the methods utilised involve considerable cost, in terms of advertising, travel and time. As a result, we request to be retained exclusively by our client. This means making a prepayment, which secures the Partner and covers initial costs and expenses.

Our fee is charged in three parts:

  1. 1/3 on instruction
  2. 1/3 on production of a suitable short list
  3. The balance paid when the Candidate commences work with our client

All advertising costs are passed on to the client and other incidental expenses are also chargeable. The benefits of retaining a Consultancy are extensive; primarily it ensures that the Partner is exclusively working in partnership with our client to ensure the best possible solution is achieved.

Retained clients also benefit from candidate exclusivity:

Exclusive Candidates

The nature of a retained agreement is that all short listed candidates are exclusive to that client. You can be assured that your Partner is not currently introducing your candidates to any other company. Unfortunately this does not guarantee that candidates are not interviewing elsewhere through other recruiters, however, it does ensure that the retained consultant is working exclusively in your interests to help you secure the candidate of your choice.

Managing the Offer Process

This is one of the most complex parts of executive recruitment. The candidate you require is likely to be in high demand and will know his or her true worth. The Partners expertise can be invaluable at this stage in facilitating the offer process and acting as an intermediary.

By retaining an experienced Partner you can be sure you are giving your company the best possible opportunity of securing the most suitable candidate.

Retained v Contingent

Occasionally a recruiter may offer to work on a contingent basis i.e. payment on success only. This is not usually a good idea from either party’s point of view.

If a recruitment consultancy’s costs are not being covered it is hard to see how it can dedicate the time and expense required to offer the full service. Also, non-retained clients will not benefit from the protections offered by a retained arrangement such as candidate exclusivity - Testimonials are available on request.

 

Latest Executive Positions

Regional CRM Operations Manager

Nottinghamshire

Flame Executive are currently looking for a Regional CRM Operations Manager.

Customer Insight Manager

South UK

Flame Executive are currently working with a Leading Healthcare provider and well known retailer in the South of the UK.

Director/Associate Director

Europe

Flame Pharma are currently working alongside an expert Global Contract Research Organisation to recruit for their growing team.

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