How it works

Executive Search Overseas Recruitment HR Services

Executive Search Process

Our goal is to be true advisers to our clients during all phases of a search. We strive always to exceed client expectations by providing a meaningful choice of candidates and a smooth and thorough process,
which includes following steps:


1. Launch meeting with the search firm

The hiring client meets with the search firm to outline search requirements, timelines, future company strategy and mission, and give an idea of culture.

2. Further in-depth meetings and research

The search firm meets with key executives and goes into a deeper analysis of the hiring company and market, identifying key opportunities for the new candidate, and defining how they could fit into the client’s culture and organizational structure.

3. Create the job description

The research of the previous step provides most of the insight for what’s included in this document. This document is the main reference for the researchers, search consultant, and clients during the search.

A job description most often contains detailed information about the role, responsibilities, the hiring client, key opportunities presented by the executive job, and outline career and educational requirements.

4. Finalize the search plan

At this point, further research will be done into where and how potential top candidates will be sourced. The research tools that form part of the search strategy will often include their own database, Expertise Group, previously conducted market analysis, alternative internet sources such as, LinkedIn and other social networks, and of course, their own network and contacts.

5. Talent mapping and sourcing

During this stage of the executive search process, search professionals will utilize both talent mapping and sourcing tactics. Once a long list (sometimes 100+ high-potential executives) has been drafted, executive search consultants and researchers will begin qualifying the potential targets and identifying whether they are suitable candidates.

6. Approach, qualify and interview to create a short list

During the candidate identification process, the executive search firm will continue to meet with candidates (through initial calls with the researcher, more detailed follow up calls with the search consultant, and assessments), clients, and internally to narrow down the list of potential candidates (down to 10 at most). Some firms have proprietary methods of candidate qualification at this stage.

7. Basic referencing, present short list to the client

Before any candidate is presented to the client, AESC search firms complete a basic background check to verify their qualifications and background. Provided there are no issues (changes will be made to the list if there are) the short list will be presented to the client.

8. Further narrowing of the short list thorough additional reference checks

After the search firm presents the short list, the client will work with them to narrow the potential candidates to just three to five. At this stage the search firm will conduct even more thorough reference checks and provide final thoughts about each candidate.

9. Interviews with the client

After the search firm presents the client with a short list of the top candidates, the client will conduct face-to-face interviews. During this stage, the client and search firm will discuss each candidate’s resume, qualifications, personal strengths, and motivation before and after each interview. There is also an opportunity for the candidate to work with the search consultant to prepare for these interviews beforehand.

10. Offer and negotiation

After a series of interviews, discussion, and consideration of external references, the client will select their preferred candidate and the process of salary and offer negotiation will commence. Often the search consultant acts as a mediator in this stage to ensure both the client’s and candidate’s needs are met.

11. Complete the Search

  • After the client has selected its preferred candidate, conduct thorough background checks and referencing to further assess competencies, strengths and weaknesses, and to provide external views of the individual
  • Communicate regularly with client and placement during transition
  • Conduct client satisfaction survey to improve service and refine approach
  • Periodically follow up with client and candidate once search is closed, checking in on the placement’s fit with the organization and the progress of the transition


The following flow chart is applicable while recruiting from Asia.

  • Receipt of Requirement from Client
  • Search in our data bank for qualifies candidates
  • Also release Advertisement in leading national daily newspaper to source candidates
  • Screening of Applications
  • Interview by experts to shortlist
  • Practical Test if Required
  • Final Interview by employers Authorized
  • Complete Medical Examination
  • Obtain Visa on Passport of the Selected candidates
  • Completion of Immigration Formalities
  • Orientation Regarding Company job
  • Departure from the Airport



How Do we Do?



HR Assessment

  • People
  • Process
  • Potential



Report Card of the current reality of people processors and


HR Communication

  • Policy Conscripting
  • HR Guide
  • Manuals



HR content that is bursting with value and meaning to grow people by providing help and hope.


Performance Management

  • Tools & Systems
  • Rewards
  • Measure & Sustainability



An effective framework for sustainable performance measurement and


Operational HR

  • Productivity
  • Policy effectiveness
  • Alignment



Measurable productivity
improvement by eliminating



  • Futuristic
  • Resource planning
  • Strategic positioning



A comprehensive HR strategy in aligning people to organizational goals.

Believe that there are no limitations, no barriers to your success – you will be empowered and you will achieve. 

-Ursula Burns, Chairperson and CEO of VEON