Support growth, develop an activity, address customers' new requirements, acquire new skills, replace an employee who is leaving the company - just some of the reasons for recruiting new talent. In an ever-changing environment, the recruitment of managers and executives is a key driver of performance.
We select people who are able to give effective support to the development strategy of the company, and to adapt to the environment’s requirements.
Our consultants help companies through this complex process, which requires time, proven methods, in-depth industry expertise and business-specific skills. They work for our customers to identify the men and women who are capable of effectively supporting the company's development strategy and of adapting to the requirements of its environment. They assess, select and interview them.
Our answer ?
We support both large companies and SMEs in the recruitment and assessment of managers and executives. For each assignment, we put in place a dedicated team made up of business professionals with the corporate experience to understand the issues facing our customers.
Our direct approach is based on keen attentiveness, strong ethics and detailed knowledge of the professions and skills required. Our approach is adapted to each specific situation. We take great care to ensure that it is defined closely in line with our customers' goals. Furthermore, because executive search must perfectly match the needs of the company in order to be effective, our approach is strengthened by assessments of our candidates' ability to meet the challenges inherent in their future tasks.
«to identify talents capable of bringing fresh perspective»
Our know-how covers all corporate sectors and functions: senior management, finance, human resources, sales & marketing, communication, industrial and technical, IT, etc. Benefiting from our consultants' suitability and creativity, our customers are presented with top-end talent capable of thinking differently or from a fresh perspective; individuals who bring new vitality to the company.
We can support companies in their international projects thanks to the international dimension of the Arthur Hunt Group and our membership of the API network.
Sylvie BaychelierGeneral Manager Leadership, Talent & Transformation - Partner
Laurent AmelineauPartner, Managing Director Executive Search / Leadership Practice
Didier Dreyfous-DucasFounder and partner - Arthur Hunt Group
1. Preparing the search
For all of our assignments, the first stage consists of working with the customer to develop a search plan. This reference document includes a description of the posts to be filled and a list of organisations within which the required candidates are likely to work or have recently worked.
Arthur Hunt has its own in-house search team made up of experienced employees.
2. Conducting the search
Once the plan has been approved by the customer, our recruitment consultant works with our search team to examine the structures of targeted organisations and identify managers working in similar positions within them, before making contact with them to arrange interviews in order to ascertain their interest in the role and the identified goals as well as their experience and qualification level. Following this investigation, our consultant reports back to the customer with a list of potential candidates.
Throughout the assignment, according to the frequency determined with the customer's agreement, the consultant sends a progress report indicating the candidates (without specifying their names) who have been approached and whether or not they fall within the target remit and are interested in the position.
3. Evaluating and/or assessing finalists
Once the candidate and the customer meet, our consultant conducts further procedures in order to fine-tune his assessment and justify his recommendations: checking biographical information, collecting references from candidates' previous employers, further interviews, etc.
We offer to bolster the decision-making process with assessments that are used to evaluate candidates on their key competencies in terms of know-how and interpersonal skills (such as managerial abilities). Based on an analysis of the skills needed to succeed in the role, our approach is characterised by the use of a multitude of techniques by several assessors:
- a personality questionnaire describing the person's professional style and motivation;
- aptitude tests (logical, verbal, numerical);
- structured competency-based interviews;
These assessments allow us to greatly increase the candidate's probability of success in the role and identify areas of development. If our consultants note any weaknesses, they suggest ad hoc training courses. Integration coaching may also be envisaged to help the candidate settle into the role.
A team assessment may be carried out in order to fully understand the nature of the environment pertaining to a particular recruitment. Leadership assessment validates the complementary nature of the team members and their suitability in terms of the company's strategy and its implementation.
4. Presentation and follow-up
Our consultants help customers make the final choice and negotiate various clauses and conditions to reach the best possible agreement with the chosen candidate. If necessary, they help draw up the integration plan for the chosen candidate. They ensure the candidate's success by maintaining contact with the customer and with the new employee during his or her first year in the post.
We pledge to:
- carry out the search again free of charge if the candidate does not continue in the role beyond the trial period;
- not put forward our customers' employees for other searches;
- treat all information provided with the strictest confidentiality.