Longlist phase
This is a part of the process which chiefly exists if you are working with a partner. They will provide a graded pack of all individuals who have applied for your role via any and all channels available. This leads to a guided discussion, led by the executive search consultants, the outcome of which is a number of people you want them to meet on your behalf.
If the role is the chief executive, you should expect your partner to carry out a structured, comprehensive competency and values-based interview, usually lasting between an hour and 90 minutes. This will focus on their experience, skills and style against your key criteria.
If the role is that of chair or trustee, rather than an interview per se, they will carry out a broader, more exploratory conversation in which they will look to understand not so much whether the individual can carry out the role, but how they do it. A non-executive discussion will focus on things like influencing skills, convening and collaborating, decision-making, discernment and judgement.
From these conversations, the search firm will report back at the shortlist meeting.
During this and subsequent phases, consider the following:
- the possibility that those with a different background or diverse experience may need more tailored support
- the virtues of diverse experience rather than the shortfalls
- unconscious bias that may exist in your decision-making around cultural or behavioural mores
- the fact your long-held beliefs may well be challenged
