At Keller we treat each search as a project with clear 7-step milestones. Our complete executive search solution may take 30-60 days, or possibly more in certain cases.
Role and organisational requirements are used to construct search parameters and role specifications.
With the agreed parameters, we focus on developing a list of suitable candidates. Candidates are screened and pre-qualified.
Candidates are interviewed by a Keller consultant to determine suitability.
Preliminary referencing is conducted.
Candidates undergo an assessment and checks. This typically includes personality, motivation, and aptitude tests. Client assessment requirements if any, would override our internal processes.
Candidates undergo a second Keller interview followed by a shortlist process. Selected candidates undergo reference and background checks.
Shortlisted candidates are presented to clients for a client-side interview. Keller aids in interview process as needed.
Keller assists with offer, negotiations and drafting employment agreements.
Candidates undergo personality assessments intended to display their primary strengths and weaknesses, work ethics, decision-making skills, leadership abilities, and relationships with others, among many other essential elements. Our trait profile analysis focuses on creativity and adaptability, consideration of others, personal balance, conscientiousness, and personal balance in order to identify candidates who best align with your organizational culture.
Motivational drivers, talents, and areas of improvement are highlighted as an integral part of candidate assessment. This analysis clarifies the relationship between innovation and action and which elements drive candidates to succeed. Work styles and management are considered determinants of a candidate’s suitability in a team.
Each candidate is assessed base on their learning styles and ability to weigh risk and reward. Behavioral styles are considered, and candidates’ rank and potential are measured against that of others.