100% market search
Finding the right candidate can seem easy these days. Many headhunters rely on simple methods - typing keywords into LinkedIn and sending impersonal messages to dozens of candidates. However, such an approach usually brings only superficial results. At flow-r executive search, we go much further.
what does "100% market search" mean
Our experience shows that about 1/3 of relevant candidates can be reached online. It may be enough for some, but not for us (and our customers), that's why we apply OFFLINE & ONLINE METHODOLOGY, which we call 100% market search. This means that we reach every potential candidate on the market, not just those who are easily available on LinkedIn, public or internal databases.
what it looks like:
TARGET LIST: At a relevant distance from the customer, we first identify all companies where the target candidate could be. It is usually around 100 - 200 companies, but over 300 companies are not an exception. As far as the local role is concerned, we deal with real travel, if we are talking about relocation, we cover the whole of the Czech Republic, the CEE region or the whole of Europe according to the assignment. We discuss the resulting document with the customer to see if there are off-limits or inside information.
LONG LIST: We then contact individual companies, often directly through reception, to find out if they have employees in a similar position, what their name is, what their job description is and what their professional profile is. We add all these names to the companies and discuss with the customer again.
PERSONAL PHONE CALL: In the next step, we will personally contact everyone on the long list by phone, no LinkedIn messages, no email spamming. It may seem like a lot of work, but we make sure we really talk to everyone and hear their reactions.When you do it well, everyone wants to talk to you. About 20% of the candidates approached in this way are inclined to a deeper discussion and a personal meeting.
OUR PERSONAL MEETING WITH THE CANDIDATE: We have a meeting with each potential candidate to discuss their current situation and possible drivers that would make them consider a change. In the next step, of course, we also discuss their expertise, find out if they are able to meet our clients' expectations and fit into their company culture.
SHORT LIST: Here we already have specific profiles of the candidates we interviewed. They have a clear idea of the occupied project, they have the motivation to change as well as the experience and skills expected by the customer. We recommend this group (usually 3-7 candidates) to meet with our customer.
CLIENT'S PERSONAL MEETINGS with candidates: The next step is obvious, now for the first time both parties meet and discuss the possibilities of cooperation and mutual sympathy, both personal and professional. Our role is to always be present at these meetings, to accompany both parties through the entire process and to help them recognize their strengths, the advantages of cooperation and to avoid ambiguities or misunderstandings. There can be several of these meetings. Sometimes it is necessary to develop a case study, sometimes to get to know the wider management or "grandparent interview". We always accompany all participants personally through the entire process and offer our view and recommendations, if requested.
OFFER & ACCEPTANCE: We trust that our customers' offers fall on fertile ground. It is pointless to sow a bunch of offers that you suspect will not be accepted. We advise our customers to work sensitively with offers so that there is no rejection. Our candidates are ready for the incoming offer, they know what it will contain and are ready to accept it.
a methodology that works
Imagine that you are looking for a head of logistics for a company in the south of Bohemia, a sales director for the whole of Europe, or a head of R&D in a unique technology within the CEE region.Thanks to our OFFLINE & ONLINE METHOD, we are able to find candidates who are not only visible at first or second glance. We are thus able to identify the most suitable candidates ready to find a new opportunity.
97% fill rate:
97% of our executive search projects over the past 5 years have been successful, i.e. with the candidate we recommended joining the customer. This percentage reflects our precision and determination to succeed even where it is difficult. If something spoils this percentage for us, it is usually decisions made by the customer, such as a hiring freeze, or an internal promotion of one's own colleague.
Our methodology is not about what is easiest. It's about what delivers the best results for our customers. 100% market search allows us to find and reach candidates that other headhunters can't even reach. Thanks to a personal approach and deep knowledge of the market, we can offer results that significantly exceed the standard results in the field.
