Global
Executive Search

The talent market is a tough place for any employer. Candidate availability, required skillsets, unrelenting competition... the list can seem endless. 6 Group's global executive search is about the exploration of the world's standout talent. Our end goal is to match the skills, character and aspirations of top talent with the specific requirements for your senior and specialised roles.

For us, search is a science

6 Group's global executive search is based on a tried and trusted evidence-based methodology developed by us.

Every new partnership we enter into follows the same end-to-end process of defining the unique competencies relevant to both your company and the role. Candidate identification, engagement, assessment and selection are then built around precisely what you're seeking in your ideal candidate.

This approach has led us to one of the highest search success rates in the industry (92% search completion vs. the industry average of 64%) and a client re-utilisation rate of 100% since 2006. Every company we've ever partnered with has gone on to work with us again.

Our 7-Step Search Methodology

1. Job Analysis Questionnaire

One of our Senior Client Partners works with you to define the functional/technical and behavioural competencies required to excel in the role. This will form the basis of assessments throughout the search process. The identification of these competencies is achieved through our Job Analysis Questionnaire (JAQ). This is a bespoke tool owned by 6 Group which has been tried and tested since 2006 and is the foundation for our high success rates across all search assignments.

2. Briefing Session

The Senior Client Partner and one of our Delivery Consultants meet with you to conduct an in-depth briefing session and to share preliminary research. Here, we discuss the role in detail and gather key insights such as:

  • Company description
  • Reason for the role
  • Job description
  • Completed Job Analysis Questionnaire (JAQ)
  • Employer brand and EVP information
  • Target and off-limit companies
  • Remuneration

All details gathered here are collated by us into an internal reference guide which is referred to throughout the search process.

3. Candidate Attraction Plan

6 Group's Marketing Team is now engaged in the process to help formulate the Candidate Attraction Plan. Using the information obtained in the Briefing Session, we build an overarching narrative to present the client's organisation and the role in the best possible way. One of our most effective methods of achieving this is through the creation of a fully client-branded candidate briefing document.

4. Approaching the Market

Our sourcing strategy makes use of several channels to ensure the widest possible scope for candidate identification and engagement. This is a key stage for our in-house Research & Intelligence Team. The channels they utilise include:

Competitor & Target Organisations: Companies relevant to both the client organisation and the role are a valuable port of call to identify some of the best-fit candidates. 

Social Media: With a vast online population, social networks are centric to our approach. Our Research & Intelligence Team is highly skilled in social media resourcing and every member holds the best available recruitment licence.

Networks & Referrals: We've been conducting global executive search assignments across several industries since 2006. Combine this with some of the industry's most established search professionals and our collective network is genuinely significant.

Internal Database: Across every project we've conducted - global executive search, talent mapping, talent pipelining etc. - we've qualified and coordinated a plethora of strong candidate profiles which we consider for every search.

For each search assignment, we identify between 100 - 150 candidates per role.

Every one of these candidates are engaged by the Delivery Consultant to gauge their interest in the role, sentiment towards the client organisation, and suitability through experience and qualifications. If the candidate is considered appropriate, they are provided with the candidate briefing document and invited to a Competency-Based Interview (CBI).

5. Competency-Based Interview

The Senior Client Partner conducts a Competency-Based Interview (CBI) with each candidate who is considered a strong fit for the role by the Delivery Consultant.

Using the functional/technical and behavioural competencies defined at the start of the search process, the CBI offers a rigorous and evidence-based assessment to explore candidate suitability. All candidates are assessed across the exact same criteria allowing a fully inclusive and unbiased assessment.

6 Group also offers psychometric testing across all of our search assignments. Every Senior Client Partner at 6 Group is a qualified psychometric practitioner.

6. Shortlist Creation

Extensive details from each Competency-Based Interview (CBI) are recorded and considered for the final shortlist.

Each candidate who the Senior Client Partner considers to have excelled across the functional/technical and behavioural competencies - and who also presents a good fit for the client organisation - is shortlisted.

A candidate report is created for each shortlisted candidate. This report includes information such as:

  • Relevant experience & qualifications
  • Current remuneration & notice period 
  • Performance against functional/technical competencies
  • Performance against behavioural competencies
  • Motivations & ambitions
  • Cultural fit

The Senior Client Partner and Delivery Consultant deliver a face-to-face shortlist presentation to the client organisation. All candidates are discussed in detail and the client decides who they would like to interview.

7. Interviews & Offer Process

The final stage of the selection process comprises a face-to-face interview directly with the client organisation. 6 Group conducts the full coordination of all interviews on behalf of the client.

Following the interview stage, we hold a review meeting with the client organisation to discuss the interview outcomes. The Senior Client Partner directly contacts the successful candidate and conducts offer management. All unsuccessful candidates receive detailed feedback.

We also maintain close contact with the appointed candidate and offer them support throughout their first three months in the role.

 

Average time from sign-off to shortlist:

0 weeks

  • 0%
    Reutilisation by clients since 2006
  • 0%
    of candidates still in place after 2 years
(Figures up-to-date as of November 2019)

Why 6 Group?

Nimble awareness

We have an insatiable appetite for discovery. Through our client solutions - global executive search, talent mapping and talent pipelining - we continuously gather insights into the world’s top talent. We know who is in demand, who would be willing to have a conversation and the remuneration they would expect.

Evidence-driven outcomes

Everything we do is underpinned by fact. From exploring a world of senior talent with fresh research and intelligence at hand to presenting you with people who have prevailed in an evidence-based assessment process, we only work with tangible evidence.

Devotion to partnership

We are with you from start to finish – and even beyond that. From the initial brief to the ongoing support once the successful candidate is placed, we maintain total communication and transparency at every stage of our global executive search process.

Some of our client partnerships

  • OMV

  • Garrett

  • Siemens Gamesa

  • Fortum

  • Danone

  • AIB

  • Northern Powergrid

  • Bristol Water

Some of our client partnerships:

Let's discuss your next executive search

To arrange a confidential discussion with a Senior Client Partner, contact us: 

Alternatively, you can get in touch with us via the contact form.

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