Excellence in Executive Search: our Search Process

The search process of EMA Partners can be divided into the following steps:

1. Definition of objectives
Each assignment begins with an initial briefing from the client during which the key parameters of the search are agreed upon and documented. In addition, the communication procedure during the search process will be agreed.
After preliminary research, we will discuss with you the complexity of the search, the time needed and the recommended salary range.
After we conclude together that there is a good chance of success, consultants will carry out an assignment study which usually involves visiting the client’s offices and meeting with key executives to discuss the business environment, culture, priorities and any other issues that may affect the position. We can only be successful when we know exactly in which environment and culture the selected candidate will have to perform.

2. Engagement Document
We then draft and submit an Engagement Document for you to approve. The document describes in detail the business environment as well as the position and its responsibilities, goals and key challenges. It also summarizes the experience, qualifications and competencies required for success. After your approval we start the actual search.

3. Research and selection by EMA Partners
In this phase we start our targeted research into companies and sectors to find those best qualified for the role. We will use:

We speak to sources familiar with those companies and industries to seek informal views and opinions on individuals we believe may be relevant and qualified. This will result in a target list of companies and a long-list of identified potential candidates.
On the basis of our research, we approach potential candidates on an informed basis. Once we determine that an individual is both qualified and interested in the role, we meet in person for further evaluation. We will communicate relevant feedback to you. During the interview each candidate is assessed and validated against the position specification. Competence, motivation, ambition, personality and interests will be evaluated and compensation-related information discussed. A detailed report and recommendation is prepared for the client with our assessment of each candidate’s fit against the specification.

4. Introduction and further interviews
In general we aim at introducing three candidates within five to six weeks. After we have discussed the candidate reports with you, we will arrange and facilitate client interviews, which we prefer to attend. This strengthens our mediation power.

5. Reference checking
A thorough reference check on the selected candidate will be conducted to confirm the candidate’s track record. Strengths, weaknesses and competences will be reviewed, and results conveyed to you.

6. The offer
We are available to assist and advise you in preparing a job offer that is competitive in today’s market conditions and to participate in any negotiations. Unsuccessful candidates are promptly and courteously informed.

7. Successful integration
We retain a serious interest in the executives we have helped to recruit well after they have taken up their new positions. We make ourselves available to you and to the executive to support a successful integration.