Executive search

H2R supports companies in recruiting the best candidates for managerial and highly specialized positions.

Although each recruitment is different, there are several common stages of the recruitment process: strategy preparation, sourcing, interviewing and onboarding.

Strategy

Preparation of the recruitment strategy is the first and key element for the entire process, as it affects all its subsequent stages. The strategy determines the method of communication with the market, search channels, the nature of the interview, etc., and is strictly tailored to the individual needs of the client.

The strategy takes into account parameters such as:

Organizational culture of the company, department and the business environment.

Job profile:

Goals and KPIs
Key challenges
Team
Circumstances of the job vacancy
Main partners

Value proposition of the position from the candidate’s point of view:

Position
Business

Key competences required.

Sourcing

At this stage, potential candidates are identified based on the adopted strategy. The whole emphasis is on reaching the right people, the vast majority of whom are not looking for a new job.

Sourcing in H₂R practice is a very active component. Its basis is contacting experienced managers and obtaining recommendations from practitioners working in an interesting area, from the point of view of recruitment.

Interviewing

In practice, the H₂R interview is not a classic job interview in which one party assesses the other, but it is „a dialogue” of a much more partner-like nature, in which two parties discuss the degree of matching the proposed position with the competences and aspirations of the candidate.

At the same time, through the tools used, we make sure that the interview provides maximally objectified information related to the real business requirements of a given position, and it is not a competition of self-presentation of skills.

Onboarding

The finalization of recruitment is a very sensitive stage that requires special care for transparent communication and fast information flow between the parties. Even if the company and the candidate have made a positive decision regarding establishing of their cooperation, there are still many issues to be agreed on: contract terms, financial negotiations, etc. In addition, in most cases, a counter-offer from the current employer is to be expected, which is why active management of this process is so important to the final success of the entire recruitment.

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