Talent is in short supply. We all know that people are your greatest asset.
We have a proven methodology. After two decades we know what works - or more importantly, what doesn’t - so we are trusted by our clients. Our agile approach to the delivery of recruitment solutions allows us to treat every client with an essence of individuality, allowing you to feel you are 100% part of the solution delivered.
Here are some questions our clients ask about how
we deliver Executive Search
How is the process initiated?
Whether you are an existing client using us to recruit another executive or board member, or you're new to Hanover, our starting process is always the same: a deep face-to-face dive into your preferences, background, experience, business, strategy, culture, team, job profile and expectations of this potential new hire. We will guide you through salary and package expectations, talent supply and how we can offer a potentially more diverse and inclusive approach if that’s what’s required. We can fulfil and discuss any business initiatives - for example, a more gender-balanced or diverse workforce, a shift in culture, or a desire to disrupt.
Why should I use Hanover?
We are experts; recently voted number one by Executive Grapevine for the consecutive year for financial services and retail, highly ranked for asset management and global banking.
We apply this same expertise to all our markets, whether we are just venturing into them as they emerge and the market demands, or have been recruiting into them for two decades. We are proactive and act with intent and deep specialist knowledge. We offer swift research and process-led methodology that delivers a 90% success rate, within 3 weeks of signing the contract.
How does psychometric profiling help you select the best candidates?
Understanding candidates at a deeper level helps you to assess how they’re likely to think, behave and interact with others. It also helps you to evaluate their cultural fit and how their personality will contribute to diversity in your organisation. Through short-listed candidates completing a short online questionnaire, you gain valuable insights that support your decision-making process.
How does leadership assessment help to manage risk and onboard successful candidates?
Psychometric profiling provides good insight, but for senior and other critical roles, we build on this by offering in-depth leadership assessment. This focuses on behaviour – how a candidate achieves results and leads others. Through a rigorous but supportive process with both internal and external candidates, we gather behavioural evidence against the factors that equate to high-performance in the role. You receive comprehensive insights that help you to identify, quantify and manage the risks associated with key appointments. Candidates receive detailed feedback that helps them to on-board with your organisation and succeed in the role.
What happens if I don’t know exactly what I am looking for?
At times, an existing job spec just isn’t what’s required. Maybe you don’t want a like for like, or indeed it’s a brand-new position being recruited. There are a number of ways we can guide you to the correct specification. This may mean offering our Leadership Solutions team to help assess and benchmark the current talent in the business, or working your specialist partner to flesh our what you need and will be able to attract with your budget. Our partners have in-depth knowledge about salary, remuneration packages and other requirements to ensure you meet your goals.
How do you screen and find the candidates?
We draw on extensive networks, spending many hours researching, identifying and engaging with potential executives. In-depth knowledge of our sectors and internal collaboration provides brilliant results. Extensive trusting relationships built over time allow our partners to reach the very best candidates, and with knowledge and influence gain interest. When we present the shortlist, it goes without saying we will have met them in person and really understand their competencies, wants, desires and passion - we won’t waste anyone’s time.
What happens if things go wrong?
We too are vulnerable. When dealing with people - plus macroeconomic factors - sometimes things don’t go to plan. We work in partnership with you to find a solution when this happens, and sometimes re-thinking an executive search gives amazing results.
How long will it take?
This is dependent on the role and scarcity of talent, however, it’s not uncommon to have a shortlist for your new executive team member within 3 weeks.