Executive Search briefly explained

Personnel consulting is a specialization of management consulting and supports companies in filling important vacancies with suitable candidates in a short space of time. In addition to filling vacancies, the services of personnel consultants also include advising clients on requirements profiles, salary benchmarks and advertising positions, for example. The professional personnel consultancy actively approaches suitable candidates, uses diagnostics and can also conduct covert searches if the organization is only to learn of the change at a late stage.

What does the Executive Search do?

Klaus Mayerhanser: “The recruitment consultancy promptly delivers candidates who are an ideal fit for the role and the company, as well as being highly interested in the position and the company. To this end, the recruitment consultancy checks the candidates by means of multi-stage interviews, the use of diagnostic tools and by examining CVs and references and, in the case of high-profile positions, by obtaining references.”

For which sectors do you offer Executive Search?

Klaus Mayerhanser: “With twelve experienced partners, the DELTACON Group offers our clients market expertise for over 20 sectors – all of our partners worked in top management positions in their clients’ sectors for many years before becoming personnel consultants and therefore speak their clients’ language and understand the market and expectations.”

How much does a Executive Search cost?

Klaus Mayerhanser: “Two thirds of our fee is performance-related and is calculated according to the progress of the project. The amount of the fee depends on the planned annual target salary of the positions to be filled.”

Advantages and disadvantages of Executive Search

How does DELTACON go about filling vacant positions in companies quickly and cost-effectively?

Klaus Mayerhanser: “First of all, we need to understand the requirements profile in terms of both professional skills and, above all, the personality of the “desired candidates”; that’s why we start with a briefing lasting several hours after the assignment. In the next step, we draw up a six-page position description and a list of relevant target companies, usually our clients’ direct competitors. We then identify the potentially suitable employees in these companies using our “direct search approach”. As we have been working as recruitment consultants in our key sectors for many years, we already know many of the target candidates; if not, we find out their contact details, contact them discreetly and first sound out their willingness to change jobs.”

What are the biggest challenges facing recruitment consultants?

Klaus Mayerhanser: “Good candidates today have a lot of choice and are therefore more demanding; the candidate experience is more important. Some companies are too slow in the process and therefore lose good candidates. The requirements profile is also often too vague in terms of the necessary expertise. And sometimes the candidates’ expertise requirements do not match the planned salary for the role.