Executive search is the professional approach to the search for a manager, director or commissioner for a company or organization. Amrop has experienced consultants in-house with senior management experience in the relevant sectors. This allows Amrop's headhunters to quickly find the right candidates who fit the challenges of the company and the sector. Amrop's partners are entrepreneurs themselves and therefore understand what is involved in successfully building and managing an organization.
Those looking for a new executive can choose from several services, including recruitment, recruitment & selection and executive search. There are major differences between these services:
After the first contact with a client, the headhunters at an executive search firm get to work. The search at Amrop goes through 8 different stages:
After the first contact with the client, a headhunter from Amrop prepares a briefing that clearly indicates the position to be filled, the role, the sector and any competencies.
A headhunter then starts talking to the stakeholders. What kind of candidate do they envision? The headhunter also makes an analysis of the sector. Are there certain characteristics for this sector that might also be found in other sectors? For each sector, Amrop has an in-house specialist who knows how this sector works and what challenges it will face in the coming period.
In addition, an extensive job description is drawn up. Besides all the hard requirements, this also contains, for example, a translation of the family values in the case of a family business.
Finally, Amrop's headhunters also create a scorecard. That scorecard contains the elements that are important for this role. Both in terms of knowledge and experience and people skills. If necessary, a weighting of these scores is also determined.
The job description and scorecard are discussed and finalized with the client.
Based on the analyses and job description, Amrop creates a search strategy. Where will the initial search take place - in the same sector or outside it? In the Netherlands or abroad? In which age category?
The search begins. By searching online and using the network, a longlist of candidates is created. For each candidate, the scorecard is completed. This eventually creates a list of interesting candidates. At Amrop, a client can look at the profiles of these candidates through a system. This way, a client stays informed about the executive search process and can, if necessary, respond to potential candidates in the interim.
The candidates on the list are then polled by the headhunters for the position. Is the role something for them? Are they open to it? Is this the right time for such a move?
In many cases, a headhunter gets zero response at first. Top executives receive many requests from executive search firms. It is then the art of the headhunter to still interest a candidate in an initial interview.
The executive search firm then speaks with a number of interesting candidates. Sometimes several interviews take place. To give an idea: Amrop's headhunters talk to about 700 to 1000 candidates a year. The headhunter makes an assessment of the candidate, based in part on the job description and the scorecard. Ultimately, this leads to a shortlist.
The shortlist is discussed with the client. Because the executive search firm has spoken to all candidates personally, the headhunter can explain exactly why the candidate fits the role sought.
It is then up to the client to speak to a number of candidates themselves. Is there a click or is there no click? At least 80% of the shortlisted candidates can handle the job, but the personal aspect is at least as important for this type of position.
Finally, the client selects one of the candidates and the appointment follows. But the concern of the executive search firm does not end there. During the first year, Amrop contacts the client and the candidate several more times to see if both parties are still satisfied with the appointment.
Between the first contact between the client and the headhunter and the selection list of candidates is on average 8 to 9 weeks. After this, the client starts talking to the candidates and any negotiations follow. In practice, this phase often takes more time than the previous phase.
To find the right professional, you need professionals. An executive search is not a job for an HR department. In a company, the HR department focuses on setting and executing the HR strategy.
In finding the right candidate for a position, it is not only important that the candidate's resume shows that this man or woman is fit-for-the-job. Far more important is the potential candidate's character. Does he or she fit with the company? This kind of information cannot be found on LinkedIn or in a resume. For that, you need to speak with candidates and be able to weigh qualities against each other. Perhaps the candidate lacks a certain quality but can be developed further.
There is no such thing as the ideal candidate. Finding the right director is customized for every role and every company. But Amrop's headhunters do look at certain core competencies:
Organizations hire a headhunter not only when a new ceo needs to be found. An executive agency can look for various c-level positions. But a headhunter can also be of added value when searching for senior management positions below the board of directors. Consider, for example, finding a general counsel, another legal position, a compliance officer or a company secretary.
Amrop can be used not only to find the right director or manager at the c-level (via Board Advisory or Interim Management) but also for positions at the c-minus 1 or c-minus 2 level. In addition, Amrop can play a role in leadership development within an organization.
A professional search for the right director is not only reserved for companies in the AEX index. Executive search provides the right directors for many different companies in various sectors. Examples include the automotive sector, construction, energy, public sector, law firms, life science and professional services.
When an organization is looking for more diversity at board level, engaging an executive search firm is a smart move. A headhunter starts a search with an open mind and also has an eye for women at the top and candidates from different cultural backgrounds.
There are many different executive search firms operating in the Netherlands. Many of them operate from Amsterdam.
The Dutch market is dominated by a few large international players. Unfortunately, bigger is not necessarily better in the executive search market. In fact, in many cases these dominant agencies are bound by certain “off limits” agreements.
An “off limit” appointment means that the agency may operate for a company on the condition that the agency does not approach employees for positions elsewhere. These agreements work to distort the market because they prevent a headhunter from presenting all candidates who might be suitable for the position it is trying to fill.
Amrop operates globally but works with a partner structure. Amrop's headhunters are therefore their own entrepreneurs. This ensures that they also have a good understanding of what entrepreneurs, in a family business for example, are looking for.
Amrop focuses primarily on companies listed on the Midcap and Smallcap indexes. Amrop also works a lot for family businesses.
The right man or woman in the right place can bring great success and substantial growth to an organization. Unfortunately, the other side is also true: misfilling an important position can do a lot of damage to a company or organization:
A professional approach to the search for a candidate saves valuable time. The right man or woman in the right place is worth their weight in gold.
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