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Executive Search and Recruitment Process is a developed and contemporary managing consultancy which include finding executives and realizing their recruitments. This process depends on mutual confidence, secrecy and cooperation between companies and executives.<\/span><\/p>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t Today’s competitive economies created a brain power market where executives are able to act freely. Retained Executive Search and Recruitment Companies are the main actors ensuring that this market functions regularly. The institutions may receive more efficient results and save time when they work with retained Executive Search and Companies. These companies are important for the reason that the more proper candidates to the work don’t look for the new work actively and these companies find them precisely.<\/p>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t The main difference is that in the other recruitment process, the candidate is the person who “applies to the work” while in the Executive Search and Recruitment Process the candidate is the person who is “chosen for the work”. In the Executive Search and Recruitment Process, the candidates\u2019 application to the post is not a \u201cmust\u201d and without application, he\/she can be still chosen by the Executive Search and Recruitment Company. The absence of these people who are best candidates for the position or who do not apply for work, necessitates the existence of the consultancy companies whose main target is to determine these people and access them. The consultant company invites the candidates after the period of determining the standards based on criteria of “professional competence”, “personal qualification” and “past business successes”.<\/p>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t The main point of executive search and recruitment is the understanding of the requirements of the position, work and company request. Our network and transparent systematic analysis methods provide us this vision and capacity. Our process begins with the search of successful companies and the executives who can be effective in these companies. If these executives are interested in the working positions in different companies, we make profound search about them. The pursuant step is the checking of the candidate’s references carefully and objectively.<\/p>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t “Confidentiality” is one of the main values. The company name is not declared to the candidate without permission of the client.<\/p>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t The client is the institution which requests a manager. The nature of our business is to find proper person to the work instead of finding proper work to the person.<\/p>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t Focusing and Consultancy are our basic concepts which define our client relationships. Focusing involves the search of candidates as well as of companies and positions. Consultancy is the togetherness with client and candidates till the end of the recruitment process. The value which is presented and marketed, is the consultancy value which occurs in all of the executive search and recruitment process. At this point, the payment of deposit and the determination of the dates of the remaining payments provide us to focus more efficiently on the Executive Search and Recruitment Process. In international terminology, this form of relationship is retained(1), with an alternative; The form of the payment, based on the number of accepted candidates, is called contingency (2).<\/p>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t As in all the other processes which involve human factor, in the Executive Search and Recruitment Process also, the success is not always guaranteed. We are conscious of this reality and we try to minimize the problems which can occur from the human factors and thus to maximize the success level.<\/p>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\n\t\t[\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":" [vc_row][vc_column][\/vc_column][\/vc_row]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":[],"_links":{"self":[{"href":"https:\/\/www.aveaexecutive.com\/en\/wp-json\/wp\/v2\/pages\/8205"}],"collection":[{"href":"https:\/\/www.aveaexecutive.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.aveaexecutive.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.aveaexecutive.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.aveaexecutive.com\/en\/wp-json\/wp\/v2\/comments?post=8205"}],"version-history":[{"count":3,"href":"https:\/\/www.aveaexecutive.com\/en\/wp-json\/wp\/v2\/pages\/8205\/revisions"}],"predecessor-version":[{"id":8574,"href":"https:\/\/www.aveaexecutive.com\/en\/wp-json\/wp\/v2\/pages\/8205\/revisions\/8574"}],"wp:attachment":[{"href":"https:\/\/www.aveaexecutive.com\/en\/wp-json\/wp\/v2\/media?parent=8205"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}