You`ll find information about M-A Global Executive Search – Consulting in www.maexecsearch.com Keeping an executive search secret can be very difficult. As president of an executive research company, I speak not only to potential candidates, but also to people who know their work. I also agree with several of the organization`s leaders who are part of the selection process. Each of the people I speak with can have a personal relationship with the executive that needs to be replaced and could fulfill it. Or they could tell someone else, like a family member, who is telling someone else, etc. Understanding why staff officers need to keep secrets – and some of the techniques we use for this purpose – can also be helpful for candidates. Some of the things we ask you (such as indicating a fake name at a hotel reception) may seem ridiculous, but if a company is going to change direction at a high level, confidentiality is a must. Fortunately, Suite C and management candidates are familiar with the confidentiality of the recruitment process to some extent for these types of roles. The aim is to inform candidates of the reasons why the role is confidential. Even if a role is confidential, you can give managers an overview of the work environment, the characteristics of the company (industry, size, location, scope, services/services) while remaining vague enough not to be able to determine the business and what the role of the company will be. After a few rounds of screening, and you could see the interest that candidates are really forced to continue in the executive search process, and then if you meet them personally for their first interview, they signed a watertight confidentiality agreement before you start. If a company wants to replace an existing member of its management team, staff officers must work under a veil of confidentiality, because if the manager to be fired is aware of the research, some bad things can happen. This piece describes a variety of techniques – from obvious techniques, such as the omission of the company`s name during the first phone calls, to the less obvious ones, such as the use of confidentiality agreements and off-site interviews booked under false names – use recruiters to keep it a secret.
Understanding this tactic and why they are needed can help candidates who are able to keep this secret. Of course, people are fallible, so there is not something like a 100% secret plan for a confidential search. But I`ve found that if these measures are followed, leaks are much less likely – and the company is much more protected. An NOA will try to limit the disclosure of confidential information that could harm your plans if it is published in error. Once you have been identified as a candidate for a management position, the company/advisor will provide comprehensive and open information about the nature of the position and the organization of the clients. As the CEO of an organization, there is often the company/employer issuing an NDA, which is then managed by the Executive Search Business according to candidate agreements or signatures.