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Recruitment & Executive Search

The appointment of the right person can have a disproportionate impact on organisational performance. This is particularly true for executives, managers, specialists and other positions where an individual has significant responsibility for people, investment, customers, technology or business results.

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Recruitment therefore involves more than identifying candidates with appropriate qualifications and experience. Successful appointments require a clear understanding of the organisation, the objectives of the position, the competencies required for exceptional performance and the environment in which the individual will be expected to operate.

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Navigator Consulting supports clients in the recruitment and selection of executives, managers and specialist personnel, combining structured search and assessment with our wider experience in corporate strategy, organisational development and Human Resources management.

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Defining the Requirement

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An effective recruitment process begins before the search for candidates starts.

A vacancy can provide an opportunity to reconsider what the organisation actually requires. Growth, restructuring, technological change or changes in corporate strategy may mean that simply replacing the previous incumbent is not the right solution.

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Navigator works with management to establish:

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  • The purpose and objectives of the position;

  • Reporting relationships and organisational responsibilities;

  • Principal activities and accountabilities;

  • Required professional and technical experience;

  • Required competencies and behaviours;

  • Management and leadership requirements;

  • Performance expectations and KPIs;

  • Qualifications and specialist knowledge;

  • Compensation and employment parameters; and

  • Future development potential associated with the position.

 

This provides the basis for a detailed Position and Candidate Profile against which potential candidates can be identified and assessed.

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Candidate Search

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Depending on the nature and seniority of the position, candidate identification can combine different search methodologies. These may include:

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  • Executive and direct search;

  • Professional and industry networks;

  • Targeted candidate identification;

  • Digital and professional platforms;

  • Database and market research;

  • Referral networks;

  • Advertising and open applications; and

  • International candidate searches.

 

For specialist and senior appointments, we place particular emphasis on identifying individuals who may not be actively seeking a new position but whose experience and capabilities correspond closely to the client's requirements.

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Searches can be undertaken locally or internationally according to the requirements of the assignment.

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Competency-Based Assessment

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Professional qualifications and previous job titles provide useful information, but they do not necessarily demonstrate how effectively an individual will perform in a new organisation.

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Navigator usually integrates Competency Management into the recruitment process. Candidates can be assessed against competencies specifically defined for the position, which may include:

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  • Leadership;

  • Analytical thinking;

  • Decision-making;

  • Communication;

  • Work management;

  • Team management;

  • Commercial awareness;

  • Customer orientation;

  • Adaptability;

  • Technical or professional competencies; and

  • Other role-specific requirements.

 

Assessment can combine structured interviews, competency-based questions, professional or technical exercises, case studies, psychometric instruments where appropriate, references and other available evidence.

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The objective is to move beyond a largely subjective interview process towards a more structured comparison between the requirements of the position and the demonstrated capabilities of the candidate.

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Executive Search

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Senior management appointments require particular care because the consequences of an unsuccessful appointment can be substantial. Executive Search assignments can therefore involve a deeper analysis of both the organisation and the candidate market.

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Navigator supports:

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  • Chief Executive and general management appointments;

  • Functional directors and senior executives;

  • Country and regional management;

  • Finance and investment positions;

  • Commercial and business development leadership;

  • Technology and transformation roles;

  • Specialist professional appointments; and

  • Senior positions associated with expansion, restructuring or new investment.

 

In addition to professional competence, executive assessment should consider leadership style, decision-making, strategic capability, organisational fit and the candidate's ability to operate effectively within the particular ownership and management environment of the client.

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Specialist Recruitment

 

As industries become increasingly technology-intensive and specialised, organisations frequently encounter positions for which conventional recruitment approaches produce limited results. These may involve technical, financial, digital, engineering, investment, project management or other specialist capabilities where the potential candidate population is relatively small.

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For these assignments, Navigator combines recruitment expertise with targeted market research to understand:

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  • Where relevant talent is currently employed;

  • The availability and mobility of candidates;

  • Typical experience and competency profiles;

  • Compensation expectations;

  • Geographic constraints;

  • Competing employers; and

  • Potential alternative sources of talent.

 

This provides clients with a clearer understanding of the talent market as well as a shortlist of potential candidates.

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Assessment & Selection

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The final recruitment decision remains the responsibility of the employer. Our role is to improve the quality of information available for that decision. Depending on the assignment, the selection process incorporates:

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  • CV and experience assessment;

  • Structured interviews;

  • Competency-based interviews;

  • Technical or professional assessments;

  • Business case exercises;

  • Presentations;

  • Management simulations;

  • Reference checking;

  • Comparative candidate evaluation; and

  • Final selection recommendations.

 

Where appropriate, candidates can be evaluated using a structured assessment matrix that compares evidence against the principal requirements of the position.

This provides management with a more transparent basis for comparing candidates and documenting the rationale behind the appointment decision.

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Compensation & Appointment

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Recruitment does not end with candidate selection. Differences in expectations concerning compensation, responsibilities, career development or working arrangements can prevent otherwise successful appointments. 

 

Navigator supports clients during the final stages of the recruitment process through:

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  • Compensation benchmarking;

  • Development of remuneration packages;

  • Variable compensation and incentive structures;

  • Negotiation support;

  • Clarification of responsibilities and performance expectations;

  • Establishment of initial objectives and KPIs; and

  • Appointment and onboarding planning.

 

For management and commercial positions in particular, establishing clear performance expectations from the beginning can significantly strengthen subsequent performance management.

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Onboarding & Integration

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The first months following an appointment can have a significant influence on long-term success. For selected management and specialist appointments, Navigator assists in developing a structured onboarding and integration process covering:

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  • Initial corporate and departmental orientation;

  • Meetings with key internal and external stakeholders;

  • Understanding strategic and operational priorities;

  • Confirmation of responsibilities and decision-making authority;

  • Initial performance objectives;

  • Identification of development requirements;

  • 30-, 60- and 90-day priorities; and

  • Early-stage performance reviews.

 

For senior appointments, this can be particularly valuable in ensuring that the new executive understands not only the formal organisation, but also the priorities, expectations and operating environment of the enterprise.

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An Integrated Approach to Recruitment

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Recruitment should not operate independently from the wider Human Resources and organisational system. Navigator connects recruitment with:

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Corporate Strategy → Organisation Design → Position Requirements → Competencies → Candidate Search → Assessment → Selection → Onboarding → Performance

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This means that the competencies used to select an employee can subsequently provide a basis for performance management, training and development, career progression and Talent Management.

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Our objective is not simply to fill a vacancy. It is to help clients make better-informed appointments that strengthen organisational capability and contribute to long-term performance.

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