We map all the competitors and parallel industries to the client´s company, which is where we find the right skillset. After we have mapped these target companies, we next identify all the potential candidates/sources in each target company. We finally approach each person on this “long list” individually for further screening and pitching/selling the position to gain interest. In this mapping of the entire marketplace, we turn every stone, meaning identify everyone in the target group that is within driving range of the client site. When required and based on client instruction, we will widen the geographical search. While mapping, our corner stone for securing top talent is “cross referencing”. This means through our extensive network from previous searches. This includes outbound calls to over 3.5 million sources/candidates over the last 23 years, relationships we have nurtured. This together with applying our signature method for research enables us to obtain pre-liminary references on the candidates on the short list. The entire research of finding is candidates is very phone intensive, all outbound as we only focus on highly recommended passive candidates that are not job hunting. Our standardized process is outlined in detailed in the U. S bestseller; Secrets of the Executive Search Experts.
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It is very unlikely that a client does not like the candidates presented, foremost as ESR «mirrors» the market. This means we are always aiming to present everyone within agreed target market who is out there. We are 100% transparent in our research, by sharing information about every company, and person we are approaching. We stay in close contact with the client throughout the process. In our search we turn every stone, as we never recycle, but map the entire market place each time we conduct a search. Our approach always works, as its not luck based, but all based on our total mapping approach, followed with our outbound approach. The method is very similar to sales, meaning first you create a solid target list, then you put all your energy in connecting with everyone, until there is no unturned stone left. We get our work through repeat and partners who recommended us, and our business is built on always making the client happy. We can control the part of presenting the best of what the market has to offer, but we cannot guarantee the next part of the process conducted by the client, meaning the closing part. With our 93% hiring ratio, and the fact that over 90% of our business is from headhunters, where we only do hard-to-fill positions is the proof of the high-quality work we always do to ensure that clients are always very satisfied with our work.
ESR is divided into industry practice groups to ensure deep industry knowledge by the consultant working on the recruitment. We believe one is far more successful when one has a track record of a high number of recruitments within the client´s industry. The 9 key industry groups are: 1.Real Estate/ Building/ Construction, 2.IT/Telecom/Media 3. Banking/Finance/insurance 4. Public Sector 5. Consumer/retail 6. Industrial Sector 7. Oil/Gas 8. Professional Services 9. Health. In reference to position levels the range is from experienced specialists, mid-management to C-Level. In addition to the mentioned groups we also have extensive experience with board searches. Our research methodology, which is extensively outlined in “Secrets of the Executive Search Experts”, is based on the candidate´s expertise being identifiable. With this the level is not the key element as long as the skillset is identifyable. On many occasions we have the responsibility of building up entire organizations, at all levels. When we work for a client within an industry we assist them from the specialist level to the top of the organization, include the board of directors.
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Our experience and core belief is that if someone is a high-performer they are applying all of their time and energy on doing a great job. This means they don’t have time, nor need to be jobhunting. A worldwide human capital study conducted by McKinsey & Company concluded that a high performer is 800% more productive than the average worker. ESR´s #1 mission is to ensure that our clients get access to this thriving group of high achievers, who have to be headhunted and pro-actively approached. For our clients to have the best possible talent is essential to their success, which is why we specialize in our headhunting method, which is never based on luck, but us simply “turning every stone” in the market place to ensure our clients always hire “the best the market” has to offer. In addition, when a client is hiring candidates with eg. a niche background or in a very competitive environment, strong sales skills are required, the industry is narrow, or the client is not well known, then we see job ads falls short, and a pro-active outbound approach as ESR applies is is essential.
In the profile description, which is approved by the client at start of the research, all the specific background requirements are listed. This means it is always a match as otherwise the candidates presented would not be in the short-list. This is also reflected in our work contract, which stipulates that the research we conduct is according to the profile specification. This document, and our transparent model of sharing information about the companies we target, gives our clients the confidence that we always hit the mark. Foremost, the main reason for doing excellent work is our great pride and integrity of being the best in our field and making sure that our clients always gets the best passive talent in the marketplace. Our track record for over 23 years with our clients is a testimonial that our research is excellent! We love what we do, and we always ensure that all clients get the best possible talent and that there is a strong match between what their needs ans what we deliver.
The research we deliver is presented in a detailed project folder, which contains; 1) “Short-List” with the candidate´s names with basic info with ranking , 2) Top-Sheet” with salary information with bencmark of the candidates compared up against each other in reference to the key requirements 3) “Candidate Briefs”, which is our standardized candidate report covering each person´s qualifications and information of choices made throughout their career identifying behavioral patterns. Plus details on their own background experience linked to the requirements for position, their current situation, what is important to them and finally why they are interested in the clients opportunity 4) Original resume submitted by the candidates. 5) List of the agreed target companies (target list) and 6) Market Summary, which presents the market perception of the client, the job, identified through the search. The project folder contains all information necessary to prepare the client for the candidate meetings.
ESR´s work since our inception 1997 has been 100% digital as all of our work is phone-based. This starts with the profile description, which we create based on existing information available. We then go over the missing information over the phone/video. Next step in the process, which is the creation of the target list is all phone, research based. For the third step, which is the interviewing/screening of the candidates this is all phone based, as well as the cross-referencing process to ensure that all candidates are pre-qualified. After we turn over the short list, the clients meeting with candidates can take place over video, which means a streamlined digital process from A-Z. Our in-depth and thorough process ensure very successful hires due to our “no stone left unturned” principle.
Most people are interested in personal growth. When we recruit, we individually assess each candidate according to what is important to them and what it will take to for them to a career move, beyond increase of salary. Factors that can trigger a candidate´s interest can be that the client company, their products, culture in addition to potential added responsibility/ growth opportunities are better. The potential candidates we approach are doing great where they are, but as everyone wants growth and to strive for more, our task is to match the top passive talent with our client´s opportunity ensuring it is a win-win for everyone. If candidates see that the next move will positively impact their lives, they are very often open to listen and consider what we have to present.
We only present candidates who has been cross-referenced. This means pre-qualified and that they match the requirements set for the position. We have conducted several in-depth interviews relating to their background and in reference to their fit for the position. We shy away from “job hoppers” and identify other red flags. The extensive vetting we do, combined with ESR´s 23 years experience and our best-practice methodology makes sure that the candidates presented are always excellent. This is also reflected in our 93% hiring ratio on over 3,500 hard-to-fill positions. Please also see our testimonials and market rankings, and the U.S. bestseller, “Secrets of the Executive Search Experts”, which outlines our signature work process.
The estimated turn-around time from the profile description is approved to the short list is presented takes on average three weeks. For many clients knowing this timeline allows
them to give ESR their available timeslots to meet with the candidates at the start of the project. In particular instances the three-week timeline can be shortened, as we then internally increase the size of team working on the project. This has to be cleared by start-up. The reason we know the exact time frame is that we work according to a block system. This means each ESR consultant only works one client project at a time. We succeed with our high quality and timelines due to us spending 100% of our time on each client´s projects. This again makes us able to provide feedback from the marketplace as we go, this in case there are any modifications needed to be made.
In order to do a professional recruitment/ research project we have to allocate a certain numbers of hours into each project in order to “turn every stone”. This is required in order to be able to track down the best possible talent the market has to offer. In addition we focus on the high performers who already has a job, while contigency (no-cure-no-pay) focus on job applicants. We always work according to the philosophy of mirroring the marketplace to ensure the best possible short-list. Next is trust, as the top passive candidates we recruit don’t want their resumes floating around as they already have a job where. they are doing good. Our candidate base requires 100% discretion. The no-cure-no-pay does not full-fill any of the mentioned requirements to conduct our professional process a. In our retained process there are no short-cuts and our clients know that we are applying 100% of our time to ensure the success of the recruitment we have been retained for.
If additional help is needed beyond the short list we present we are more than happy to refer one of the over to 50 executive search firm we work for. The search firms we recommend can do a retained full-search at a fee equal to 1/3 of the annual salary. ESR´s can also do full-search through its "Executive Service" by Christian Schoyen. When full-search the short-list will be the same, but the difference is that they in the full-search will take part in the finale interviews. But if you have the available time to meet with the pre-screened and interested candidates and are comfortable with meeting the potential hires then we suggest going with semi-search and not a full search. It all depends on your available time and allocated budget for the recruitment. With our semi-search all the ground work for a successful recruitment process has been done, meaning all candidates on the short-list are pre-qualified, motivated and excited to be meeting with you. Regardless, we will ensure get any help you require throughout the process.
Our focus is 100% on passive high performers. Internally we often use benchmark candidates for the search. But, as we are not focusing on job applicants, our diamond candidates have to be individually approached for the specific position. We specialize in top passive candidates and always honor their request for discretion. Due to this we are unable to send out their information before we start the process. We also always work from the principle of “mirroring the market”, which means our task is to always only present the results of a full market research, not random candidates from a database.
ESR´s focus is stritcly on high performing passive candidates, who have been highly recommended. Our outbound approach is not geared towards job applicants. But, if our client for branding purposes wants to run a job ad parallel to the semi-search process, we will administer this free of charge. This means there are no extra cost, except for ad cost and system fee. We then interview, screen and enter the qualified candidates into our standard format and create a 2nd short-list. If you decide to add the “Job Ad Administration” service you will then end up with one short-list for top passive candidates and one for the job applicants.
Our network is extensive, and one of the largest in the marketplace. This is resulting from being in business since 1997, with over 3.5 million outbound calls, which is a network we have nurtured for now over 23 years. This extensive network, together with our unique standardized signature process, ensures we are not just able to identify all the high caliber passive candidates in the marketplace for our clients, as well able to pre-qualify each candidate on the short list through cross referencing. This quality insurance is essential.
*In reference to the candidates information we comply with the rules and regulates of GDPR.
As part of our policy we never recruit anyone from a client. For 23 years we have never done such on any of the 3500 projects we have completed. This is for two reasons. Foremost being a highly processional research recruitment firm, which is built on long term relations, of which many have been for over 20 years, as well our reputation and trust. Secondly, our method, which consists of turning every stone, ensures we never fall short of candidates and therefore never have to recycle. Our professionalism and the way we conduct research provides our client with the full trust we are always serving their interest both now and into the future.
On average there are 5-8 candidates on the short-list. This is directly linked to the marketplace as we «mirror» the market. We have mapped every potential target company and approached every possible candidate within each of them. But, the level of the difficulty for the recruitment determines the number of qualified candidates being interested. This means if we work with a niche industry and expertise, and it is parallel career move then there will be fever candidates. On the other hand, if the candidates we target are in a bigger talent pool and they will now gain more responsibility and personal growth then there will more candidates interested in making a career move. We always guarantee a minimum of three highly candidates on the short-list, though the average is 5-8 candidates.
ESR does not work with newly graduates or entry-level positions. We also don’t do temporary or short-term/temp positions. Our expertise is headhunting for key positions ranging from specialists to management level. We don’t take on work unless we know that we will be highly successful. Being in business for over 23 years with our specialty being filling hard-to-fill positions for the world´s top headhunter is all about repeat business. This means we have to succeed each and every time we take on a project and always have to address to our client the probability of success for the research project before we start-up.
Yes, all of the candidates we present are interested in the opportunity and our client´s company. We have several phone conversations with each candidate on the short list to make sure they match the key requirement. They have been both recommended, received detailed information about the company and position and have expressed interest in a client meeting to learn more.
ESR cannot guarantee if a candidate who is hired leaves or is fired, as we strictly focus on the first part of the recruitment process, which is to bring you «the diamonds» in the marketplace, which you next take over. We don’t control the second part of the process, which is the full responsibility of our clients. But, if you want a «replacement guarantee» we recommend one of the headhunter partners we work for, who can run a full-search process, which is usually 1/3 of the annual salary package.
Through our cross-referencing method we ensure that a preliminary quality check has been discreetly conducted. This way our clients knows that the candidates on the short list in meet the requirements for the position and have been pre-qualified. The finale client interview, which takes place after we have presented the short-list, as well as the formal background check is the responsibility of the client. We do offer this service if needed.
Yes, our work is complete when the short list of qualified and motivated candidates has been turned over to our client. Our main goal is that our clients have a successful hire, so we always check in on the process. As part of our service we also assist in scheduling the candidate and client meetings. We also do post- project follow ups with client and candidates.
Yes, our clients are more than welcome to add their «own» names to the process, which we will include in the research at no additional cost. These names will be approached and further screened, as well as benchmarked up against the ones we have on the shortlist. We also cross-reference these names as part of our quality process. We always encourage our clients to ask their internal team if there are «names» they want us to add to the list.
Our fees are a fraction of using a professional full-search recruitment firm, which on average takes 1/3 of the annual salary as their fee. Our low fixed fee is due to our clients being themselves being responsible for conducting the last part of the process. Please see our prices listed at the shopping cart page.