Executive Search is a specialised recruitment method designed to identify candidate for senior positions or other, highly specialised jobs that are difficult to fill and which are scarce on the employment market.
2. What does retained Executive Search mean?
A retained Executive Search bureau differs from other agencies in that it operates with a starter fee instead of a ‘no cure no pay’ principle. The client and agency agree a fixed fee in advance. This is based on the degree of difficulty in terms of finding the required profile. The amount agreed is invoiced in various instalments. The agreed price guarantees total clarity for the client, so there are no unpleasant surprises.
3. What are the advantages of working with a retained Executive Search bureau?
We work on an exclusive, client-focused basis.
We run a limited number of assignments at the same time in order to guarantee quality.
We deploy our full research capabilities on every search assignment
We use the full spectrum of active and passive candidates on the market. As a result, we often find candidates with a unique background.
We represent clients on a confidential basis
We are involved in every aspect of the search process, from determining a tailored search strategy to seeing the candidate safely employed with the client.
We propose a selection of highly qualified candidates only. They all have the right background and experience for the specific vacancy and fit well into the client’s corporate culture.
Our success is the result of the long-term view we take. We continue to monitor the candidate well after he or she has been employed. This motivates us to ensure that every executive appointment is both long-term and successful.
4. Why opt for the personal approach of an Executive Search agency?
As a result of its many years of experience and its extensive network, B\\DK is able to bring in candidates more quickly and in a more focused manner who cannot be found using a different, less personal way.
5. What does a holistic approach involve?
B\\DK is responsible for every stage of the process, guiding both client and candidate.
6. What about exclusivity?
B\\DK works with clients on an exclusive basis. This means that B\\DK clients do not use other recruitment services.
This gives our candidates the assurance that the job we are offering will be filled by B\\DK alone – and no one else. This means that they cannot apply for the job through any other channels.
B\\DK also guarantees clients that it will only put forward candidates who have actually given their permission.
7. What does an unfilled vacancy in HSEQ cost you as a company?
Not being able to fill a vacancy in HSEQ may affect you on various levels as a company:
The workload on other members of the team is increased.
You miss out on opportunities.
The established culture of safety may start to crumble.
You may have to buy in (expensive) external expertise to remain operational.
8.Where does B\\DK Executive Search differ from other recruiters on the employment market? What can this approach mean for me?
A retained Executive Search bureau is usually retained for medium to high-level executive profiles or for advanced specialist positions that require a unique set of skills and attitudes.
Assignments are usually for positions for which the best candidate is hard to find, let alone convincing them to make the move.
Executive Search is all about trust. People don’t want recruiters to take their CV to the market without knowing which companies their candidacy may be submitted to. This is often the case with agencies that are not working on a vacancy on an exclusive basis. This is unprofessional and shows the market that the client is not prepared to invest in a professional and discreet retained Executive Search bureau.
9. How can I access your HSEQ network?
As a successfully HSEQ professional, you are more than busy. Your diary is often overbooked, so that you don’t have time to look for vacancies in your particular niche. By contacting us or letting us have your latest CV, you become part of our network, so we keep you notified of developments for as long as you wish.
10. Where does B\\DK meet HSEQ specialists?
Over the years we have come to know many HSEQ experts. We often meet them at the many HSEQ events. They can count on us contacting them when a suitable vacancy comes up that suits their experience, aspirations and personality.
11. How much time is required to find a suitable candidate?
Intake discussion – Start
Identification – 0 to 2 weeks
Approach and interview candidates – 2 to 6 weeks
Presentation of shortlist and round of interviews with the client – 3 to 6 weeks
Conclusive interview with the client – week 7
12. What is the process for paying the agreed fee?
In three stages, i.e.:
Part 1: at the beginning of the assignment
Part 2: on presentation of the shortlist featuring suitable candidates
Part 3: on signing the employment agreement
13. What happens if the candidate recruited does not live up to expectations?
B\\DK offers an outstanding service that results in the right match. Each appointment comes with a contractual guarantee clause for a period of six months.
14. Does B\\DK also provide management assessments?
B\\DK also offers management assessments and development centers. For an assessment or development center, please contact Inge De Kerf on+32 3 201 49 40 or via firstname.lastname@example.org.
15. What is meant by latent or passive jobseekers?
There are candidates who are “on” the job market, and candidates who are “in” the job market. What is the difference? Candidates “on” the job market are actively applying for jobs and are often ‘between two challenges’ or are not employed. Candidates “in” the job market are all individuals who have the qualifications to fill the vacant position. This means there are more than those who are actively looking.
Latent jobseekers (between 60 and 75% of the working population) are people who are not looking for another job because they are successful or very busy in their current position. But if they are approach for an interesting position, they are open to the idea of a possible switch. Logically speaking, this group is much larger than people actively looking for jobs.
16. How do I reach these latent jobseekers?
Latent jobseekers do not respond themselves to job vacancies. We need to see them so we can convince them and prompt them to think about the opportunities we have to offer.
Latent jobseekers have different media habits to active jobseekers. In terms of recruitment via job boards, advertisements, social media and in fact all forms of ads that jobseekers have to respond to themselves, this large group of potential employees is largely untouched. We can reach latent jobseekers, for example, via our own network of employees, trade events and trade sites, but particularly by using a specialist niche Executive Search bureau. The agency actively and efficiently approaches the carefully selected target group.
At B\\DK we take a direct, personal approach. We talk to people.