Executive/Non Executive Search and Selection

EMA specialises in executive and non executive search, advertised selection and assessment centres. It operates through a team of highly specialist, market focused consultants.

EMA works with small, medium and large businesses in the social housing, not for profit, charitable, regeneration, local authority and private sectors.

Senior executives have a critical role in leading the organisation and keeping the delivering business success. Getting the right people in role is critical whether:

  • making appointments at the senior executive/non executive level
  • restructuring the business
  • making pre- or post-merger appointments
  • accelerating executive development
  • establishing a new company

We work in partnership with clients to help them to find the best talent in the market place, building the high performing teams, which will secure the success of their long-term business strategies.

Our comprehensive yet bespoke solutions are designed to adjust to the particular needs of each of the organisations we work with, their market, organisational and cultural context.

Each assignment is handled by a team specially selected for its mix of both sector and functional knowledge. Clients benefit from the unique experience of our consultants many of whom have come from a successful career in the sectors, which they represent.

Search

EMA recognises that the lack of skills and talent can be a major obstacle to bridging the gap between vision and delivery. Traditional selection methods are no longer good enough to spot or attract talent. It is therefore important to keep the processes of selection alive, sensitive and innovative rather than bureaucratic, unresponsive and staid. We are constantly introducing new measures to achieve this required ‘freshness’ of approach. However, we strongly believe excellent search techniques are at the heart of a successful selection campaign.

 

EMA Approach to Search

Briefing

This involves understanding the role on offer, the client's business, its culture and the people with whom the successful candidate would work. From this information, we identify the most appropriate recruitment plan.

Specification

We produce a concise job specification and a profile of the ideal candidate and ensure client agreement. If required, we can assist on the structure of the role and the remuneration package necessary to attract the right person. We agree specific key questions.

Identification

We use four key search techniques: research, networking, advertising and database search, to identify a comprehensive selection of potential candidates. We have a range of networks in a range of sectors.

Our search techniques are also used to attract a diverse group of applicants

We would provide/agree with you with a confidential list of people to approach on your behalf. We present a detailed search report to our clients. This report provides detailed information on who has been contacted through the search process, the reaction to the post and organisation

Attraction

Generally, top executives are already in challenging and satisfying jobs. We need to convince them that it is worth considering a move. For this reason, the first approach is always made by the consultant who has been fully briefed by the client.

Selection

Through carefully structured interviews, we assess candidates' abilities and achievements as well as their present and potential management capabilities and "fit" with our client. We gain an understanding also of their aspirations and "drivers".

Shortlist

Within 4-6 weeks, we submit a shortlist of candidates for the role, with a detailed profile on each, including sources' and referees' comments.

Negotiation

We manage the interview process between client and candidate and regard it as part of our remit to help negotiate a successful deal.

Final Check

We carry out further reference checks on the successful candidate and check academic and professional qualifications at source.

Follow Up

We maintain regular contact with clients and successful candidates during the first year of appointment so that if any problems arise they can be addressed.

Feedback

After every assignment, we issue clients and candidates with a feedback questionnaire aimed at measuring and improving our performance

Combined search and selection or modular services

We realise that clients may want help on part of the search and selection process, so we can provide the following as an inclusive or module basis:

  • Compiling candidate briefing papers including role profiles and competency specifications;
  • Advising in relation to the remuneration package
  • Managing and proactively selling the employment brand;
  • Preparing and agreeing the advertisement copy and design;
  • Placing the advertisement to achieve premium placements;
  • Placing the advertisement and job briefing papers on our executive selection website thereby affording potential applicants to download information immediately;
  • Comprehensive search techniques;
  • Issuing the briefing papers to applicants within one working day of the request;
  • Receiving completed applications and conducting an initial long-listing exercise;
  • Meeting with clients to agree the recommended long list and conducting screening interviews;
  • Devising an appropriate selection framework and agreeing the format of competency based assessment centre;
  • Undertaking competency based assessment centres including technical assessment, psychometric skills testing and personality profiling;
  • Preparing candidate reports from the assessment centre, highlighting key areas for further exploration;
  • Arranging and devising a final selection process and joining the selection Panel;
  • Reference checks and review of current organisation performance;
  • Liaising with all applicants throughout the process on your behalf as appropriate – which includes all administration and extensive feedback to candidates at all stages.

Equality and Diversity

EMA has a firm commitment to Equality and Diversity and the search and selection processes we are involved in.

EMA is committed to the Recruitment Consultancy Code of Practice.EMA is leading on a National Housing Federation Leadership 2010 project to bring other consultancies in the housing sector together to agree to a set of principles and a code to enhance their and the sector commitment to Leadership 2010.

To download the Recruitment Consultancy Code of Conduct, click here.

Our HR consultancy team have participated in a variety of conferences speaking on topics such as ‘Breaking the Glass Ceiling’.

We are able to advise our clients on the benefits and costs of advertising in a wide range of recruitment publications specifically aimed at BME candidates. We are also able to utilise our large and developed networks to encourage applicants from a wide range of backgrounds.

We use candidate search to assist the development of quality candidate lists, which do include using our skills to provide an organisation with the broadest group of applicants we are able. We are doing everything within our reach to increase the number women/BME candidates on our short lists. This process often starts with the extensive feedback we are committed to provide unsuccessful candidates ensuringthey are well placed to improve upon their performance in the next recruitment process they enter.

For each recruitment process we are involved in we ensure that we are approachable and do our utmost to make all candidates feel at ease throughout the process. To attract a higher number of women and BME candidates we are continually developing our large network of potential applicants. We have developed a specific headhunting database of high quality candidates which we are able to use to develop the numbers applying and we will also carry out a more general search for high calibre individuals.

 

Supporting candidates through the process

EMA seeks to build a relationship with each candidate to ensure that they are comfortable with the process, that they are able to speak to the lead consultant about the role and assessment, including feedback on their performance, and that administratively they are always clear about ‘what happens next’.

 

Assessment Centres

Given the increasingly critical need for organisations to accurately assess talent potential, many opt for Assessment Centres as the most effective method of predicting future behaviour.

EMA has developed a comprehensive yet fast-paced approach to Assessment Centres that maximises the value, both in terms of quality and costs, to our clients.

Key benefits include our proven process, rapid turnaround time, skilled assessors, actionable reports, dedicated location and innovative intellectual capital. Additionally, EMA can train your people as internal assessors, developing a key internal capability and reducing ongoing costs.

  • Assessment is made through job simulation exercises, psychometric assessment, competency-related talent assessment interviewing and a range of specific job-related metrics.
  • Centres are run for one person as well as for larger groups.
  • EMA centres are run in our offices, on-site at an organisation’s own premises or offsite at selected venues.

We are happy to engage in all or a part of the centre design and delivery process and are comfortable working in joint assessor teams with organisation-supplied assessors.