Executive recruitment

Companies’ success depends largely on their leaders. Top executives represent their organizations, build trust with their partners, shape the organizational culture with their leadership style, develop the company’s management systems, and inspire the whole team to achieve common goals by setting a positive example. Line managers play a key role in increasing team members’ engagement and loyalty to the organization, mobilising employees to work with motivation and ensure the proper functioning of processes that are important to the company.

Finding and attracting the right executive for a particular organization is therefore an immensely important challenge and responsibility. It requires years of experience, skills and knowledge to do well.

How is executive recruitment performed?

We strive to get the best results for you, we are flexible and share valuable knowledge. We will follow a multi-step process to find, attract and assess talent. During the selection process, we’ll regularly update you on progress, provide insights into the labour market and employee expectations, and advise you on how to strengthen your employer value proposition.

We conduct professional recruitment by using globally recognised, standardised methods and drawing on our company’s decade of experience:

During a focused, productive and enjoyable interview, we analyse your needs and expectations, learn what would be the values, personal qualities, skills, experience etc. of the Candidate you need for your organization.
Depending on the nature of the recruitment, we will select the most suitable Emplonet specialist with the right experience.
We give you an estimate of the duration of the selection, the minimum number of Candidates to be introduced. We provide expert insights that make the selection process faster and more efficient.
Based on the specifics of the selection process and your needs, we select the most suitable selection methods and tools, and implement them. We conduct passive Candidate searches, "headhunts", assess potential Candidates using standardised psychological tests specialised for managerial positions, and carry out practical tasks delegated by you.
We keep in touch with you throughout the selection process and provide you with regular updates on the progress of the selection process.
We provide you with recruitment reports that allow you to assess the interest of potential Candidates, the image of your company among them, and their attitudes towards the type of job offered. If necessary, we offer alternative, more effective solutions.
Candidates' presentations contain detailed information about their experience, expectations and compliance with the requirements. We also provide information on what the Candidate has shown in psychological/mental tests and the opportunity to compare Candidates’ results with executive results. The descriptions highlight Candidates’ strengths and the risks associated with them.

Requirements for executives

Because of their responsibilities, it is important that executives are:

Resilient to stress and able to cope with it;
Proactive;
Have appropriate communication skills;
Tolerant and forgiving;
Sufficiently consistent and focused;
Adaptable;
Creative.

It is good if managers also have the following qualities:

High self-control;
Leadership;
Independence of opinion;
Ability to work as part of a team;
Organizational skills;
Achievement orientation;
Above average mental ability.

Depending on the needs of the company, different combinations of these managerial characteristics may be expected: some may be more important than others. We measure these qualities in our executive recruitment process by using the Tripod Personality Traits (MPI) and Mental Motivation Aptitude Scale (MMAS) tests for executives.

Skills needed for a great executive

In addition to personal qualities, the specific nature of an executive’s job requires certain skills. Often it’s important if an executive is able to:

Learn new things;
Solve issues and deal with complex problems accurately and promptly;
Handle unexpected situations;
Make tough decisions;
Draw conclusions;
See the big picture, based on the details of the issue.

When recruiting executives, we assess these abilities through management aptitude tests.

Executive’s responsibility – Change management

Change leadership is another important area of competence for executives. In today’s fast-moving marketplace, it is crucial for organizations to be able to quickly adapt to changing circumstances. Therefore, their leaders need to be unafraid of such challenges, to approach change positively, to manage it and to keep their teams motivated in the time of change.

Frequently asked questions

How long can it take to select and recruit executives?

On average, we present our first Candidates within the 1st 1.5 weeks* of the recruitment process. The average time it takes to find, select, and recruit Candidates for various managerial roles is 2 months*.

*averages may vary depending on the complexity of the project.

Why choose Emplonet?

We follow the most efficient processes that we have refined over a decade of operation. We specialize in the recruitment of highly qualified specialists, managers of various levels, in the fields of IT, finance, sales, industry, engineering, real estate, energy, logistics, administration, customer service, human resources, law, marketing. We are a team of competent, empathetic, client-oriented consultants. More than 80% of our partners have developed long-term cooperation with us and over 85% of companies are more than satisfied with our services. 90% of our selected Candidates continue with the company after 3 months, and 92% of them have been with the company for more than 2 years.