Please click here to view a diagrammatic example of a typical search process flow.

This method of selection has in the past been reserved for very senior, key or specialised roles where advertising would be considered either ineffective or inappropriate and particularly in situations where sensitivity and confidentiality were paramount.

Executive Search is and has been extensively used internationally at all levels of management and for specialist roles for many years. However, in today's "talent scarce" environment, "Search" is fast becoming the methodology of choice in New Zealand to proactively target, identify, disturb and attract talent across a much broader range of roles particularly when the occasion demands absolute discretion.

The process is highly targeted and has several unique aspects to it viz:

  • It is "research driven" as opposed to being database driven although candidates who have registered on our "talent database" form part of that research.
  • The methodology is totally proactive in nature as opposed to being reactive or a combination of the two.
  • The parameters of the search are clearly defined and agreed with the client at the outset as are targeted "source companies or industry sectors", "off limit" restraints and "conflict of interest" disclosures.
  • Executive Search fundamentally comprises an extensive quantitative phase followed by a qualitative stage. Market research is undertaken to identify potential sourcing industry sectors/locations/companies/areas for likely candidates. The internet, various databases, a myriad of referral sources and a variety of business/ professional contacts, industry associations and personal networks (local, national & international) are selectively utilised Well-qualified candidates (who are unlikely to respond to an advertisement) are progressively identified, actively sought out, disturbed and evaluated. Candidates considered appropriate to take the step further are initially screened and reported on.
  • Further candidate assessment is carried out only after definite interest between client and candidate has been established.
  • Apart from a preliminary check, full and final reference checking and verification frequently occurs later in the process than is the case for advertised selection.
  • The targeted nature of the search process is such that it means we talk only to those prospective candidates mutually agreed upon with our client. (As opposed to" any candidate" who may simply respond to an Executive role which is advertised).
  • The Executive Search process is "evolutionary" in nature, therefore, due to the very involved and extensive nature of its research based approach combined with the internationally mobile nature of targeted candidates, their subsequent availability for discussions /interviews and the substantially greater resourcing requirements necessary to conduct a search assignment, it tends to take longer than advertised selection. As a consequence it is priced accordingly.
  • Dependant upon the nature, scope and complexity of a search, a typical time frame from briefing to completion can be anywhere from 12 to 26 weeks, however significant international searches can take much longer.


YSKER P.O. Box 27 Christchurch, New Zealand, Phone: +64 21 999 799
Email: barry.knight@ysker.com
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