Executive search involves the selection and placement of board and C-level positions within a company, and it's crucial to make the right appointments for long-term business success. We would therefore like to thank our clients for the trust they have placed in us and for the recognition1 we have received once again in 2022 as one of the best Swiss executive search firms.
By the performance of the person selected after 12-24 months. For over 98% of our clients, this is the most important satisfaction factor. Key quality factors in the mandate include understanding the company and leadership culture, the role, the industry and the competitive landscape, a short mandate duration and a transparent process.
Over 70% of our clients have been working with us for many years to fill executive positions. The formula for success in board and executive search is unpretentious, respectful and reliable teamwork between all stakeholders on the client side, us as an executive search team and the candidate market.
Once again, a big thank you to all our clients' HR teams for the trust you place in us every day.
In the highly competitive Swiss labour market, thousands of qualified executives are in short supply every year. In executive search, it's important for the headhunter not only to identify and select suitable executives, but also to convey enthusiasm for the new employer during the process.
We would therefore like to thank the entire Wirz & Partners team for their outstanding performance, their willingness to go the extra mile and their highly motivated efforts, as this is the only way to convey enthusiasm.
In successful organisations, candidates experience appreciation, respect, understanding and genuine interest in them as individuals. This manifests itself in a process that adds real value, is transparent and clearly defined. Throughout the process, candidates are given a detailed insight into the company and the issues that interest them. Critical questions are answered honestly and, at the end of the process, an offer is made that is in line with the market and meets or exceeds the candidate's expectations.
These are not new ideas, but the difference we see as headhunters between market leaders and the rest of the market is in the implementation. There are significant differences.
In successful companies, we see a high level of enthusiasm among employees for the company. Employees are the best and most credible positive ambassadors for a company. The leadership team acts as an enabler (service provider) for employees, characterised by respectful interaction and critical self-reflection, leading to continuous improvement in communication and action within the leadership team.
Defining the role/position to be filled.
What are the most important factors to consider when defining a role/position?
Don't define a position in pleonasms. For example, if you're defining the role of your new CFO, you don't need to define WHAT a CFO does, because that's clear to everyone. What matters is WHAT the person should achieve, what changes and goals need to be achieved. Define success at 12, 24, 36 months. Identify the key levers that the executive team needs to move along the business strategy and which should be driven by the CFO.
The market is always the benchmark. Define the objectives of the position based on comparable and measurable success factors in your industry. Look at companies that have a higher level of maturity in the relevant area.
In successful companies, role and goal definition is seen as a process and an opportunity for change. Expectations and rewards are aligned and in line with the market.
Recruitment, how to become the first choice in the candidate market?
By using each step of the recruitment process wisely. How is this achieved? The profile, responsibilities, competencies and objectives are defined and agreed internally by all stakeholders before the recruitment process begins. The number of interview rounds and the interviewers involved are defined and transparently communicated to candidates at the beginning of the recruitment process. Different interviewers on the client side orientate themselves and stay informed about the progress of the recruitment process. The candidate feels valued as the same questions are not asked repeatedly throughout the process.
The candidate's career achievements are recognised. The interview is primarily about getting to know the person and their strengths, and learning and benefiting from the candidate's experience. Through an equal exchange, commonalities are identified and potential mutual benefits are worked on.
The interview provides an unbiased impression of the candidate's personality, leadership culture and expertise.
The methodology allows the candidate to gain an honest, transparent insight into the potential employer's strategy, implementation status and challenges. The compensation package is disclosed to the candidate at the beginning of the process, not at the end, including relevant terms on bonuses, variable pay, payouts, etc., as this is the only way to build trust.
