What differentiates Woodburn Mann in the Executive Search market?

The Woodburn Mann team have a self-motivated drive for excellence through accountability. Our success over more than 26 years has enabled us to establish long term relationships with both Clients and Candidates, many of whom later become our Clients.

Executives are unlikely to indicate interest in a career move unless it is through an Executive Search Consultant. They require a professional and discreet intermediary who will ensure that their reputations will not be compromised and who also has the experience and commitment to be able to handle the process professionally and confidentially.

For both Clients and Candidates the confidentiality and targeted nature of retained Executive Search minimises the risk of information leaks during the recruitment process that could negatively affect the strategic plans of the recruiting organisation as well as the Candidate's organisation.

In addition to having associate executive search offices worldwide, Woodburn Mann has formed a number of other local and international strategic alliances which add considerable value to the company’s Executive Search service offering and these include:

• Psychometric Assessment: Appropriate level occupationally oriented assessment batteries conducted by Industrial Psychologists
• Executive Remuneration: Comparative market related pay, benefits and incentives
• Coaching: Developing leadership skills
• Performance Managment 

Our Search Consultants and Researchers are highly sensitive to concerns on the part of our Client's employees, shareholders and suppliers and Woodburn Mann ensures that the search process will be carefully and professionally handled.

Woodburn Mann is totally committed to providing a solution. We strive to maintain attention to detail, integrity and discretion throughout an Executive Search assignment and will remain actively involved in the process until success is achieved.

Woodburn Mann will only accept an assignment on an exclusive and retained fee basis. A retainer agreement enables us to:

• be fully committed, focused and to allocate resources that are critical to the success of an Executive Search
• ensure the integrity of the Executive Search in that the population of candidates is approached by one dedicated and focused firm
• remain actively engaged on an assignment until it is successfully completed, regardless of the complexity of the assignment or changing Client requirements during the course of the assignment

Clients can expect regular feedback and consultation throughout the Search and there will be full collaboration between the Client and the team working on the assignment to find the exceptional talent that fits the Client's specific requirements.

Our Executive Search Process begins with getting to know our clients. Woodburn Mann's Consultants and Researchers have donned protective clothing and unflattering head-gear and travelled down mine shafts; through all types of manufacturing operations, from confectionery to heavy engineering; and walked the course of processing plants for various commodities, being lightly steamed and coated in dust along the way.

We commit this time in order to understand our Client, his/her organisation, ethos, corporate culture and industry environment in order to develop a detailed specification for the position to be filled. This is not only in terms of qualification and career experience but also to match the nature of the organisation with that of the new Executive or Non-Executive.

A comprehensive specification reflecting our interpretation of our Client's requirements and an abridged version, which does not identify the Client organisation, are compiled. For the purpose of confidentiality the abridged version of this specification is for distribution to prospective sources and candidates during the search assignment. The full specification is only delivered to agreed shortlist candidates once consent to disclose the identity of the Client organisation has been received.

Once we are satisfied that we have a comprehensive brief of the type of person required by our Client, we then move into the Research phase of the assignment.

In-depth Research

It is the objective of Woodburn Mann to conduct an Executive Search assignment, as quickly as professional standards will allow. Once the specification has been approved, an executive search usually takes approximately six to eight weeks before shortlist candidates are presented for client interviews. Delays are sometimes caused if the search process is undertaken during school or public holiday periods.

It is not who Woodburn Mann knows that is important, but rather who we can identify and track down using in-depth research.

Woodburn Mann has the largest multi-disciplinary team of graduate Research Consultants of any retained fee search firm in South Africa. Our research team brings a lateral thinking, highly creative and innovative approach to identifying candidates using a well developed methodology for undertaking the detailed mapping of organisations to pin-point target candidates. Research resources with the appropriate background are selected for each new assignment.

Our first step when embarking on an Executive Search is to get the team around a table and brainstorm the role. Each search is unique and our approach to the search process is proactive, using lateral thinking to devise a strategy to best identify the most suitable population of candidates in the market for a particular position.

With the research strategy devised, we embark on the assignment using our thorough, "out of the box" research approach to ensure that the most appropriate candidates are targeted precisely and effectively. This approach not only delivers the result of a successful appointment, but also adds value to our client in terms of market intelligence and our ability to rapidly adapt should a client's requirements change mid-search.

The research is completed within three weeks of the Client giving the go-ahead on the assignment. The team that is working on the assignment may then meet with the Client to present the research. During this meeting Woodburn Mann works with the client to ensure that there is no identified potential candidate who, for any reason, should not be approached for a role with our Client. Sensitivities may include:

• business relationships that may not be public knowledge, such as potential joint venture partners
• important customers and suppliers
• people known to the Client through interaction in the industry and whom the Client already knows will not be a good fit for the role.

In addition we highlight the most desirable targets known to our Client and Woodburn Mann will make contact with these candidates as a priority.

Based on the filtering process undertaken with the Client, we will then contact all of the prospective candidates selected and, through in-depth evaluation meetings, appraise and assess each against the position and candidate requirements set out in the specification. We will then assemble comprehensive background information on the most qualified individuals and facilitate our Client's interviews with the preferred candidates.

At the appropriate time, we would also interview and assess any internal candidates who have indicated an interest in being considered for the position.

The qualifications of preferred candidates are verified and, if requested, detailed reference checks on the candidate, as well as the appropriate psychometric assessment for executive level positions, are undertaken at the request of the Client. In addition, if necessary, Woodburn Mann will participate in compensation negotiations with the final candidate.

After a Candidate is appointed Woodburn Mann will keep in touch with the Client and the successful candidate in the year following his/her commencement of employment to ensure a successful transition.

Links:

Business Integrity Code of Conduct
Executive Search
Board Appraisal
Performance Management
Interim Executives
Non-Executive Chairman and Director
General Conditions and Terms of Business

 

 

What differentiates Woodburn Mann in the Executive Search market?

The Woodburn Mann team have a self-motivated drive for excellence through accountability. Our success over more than 26 years has enabled us to establish long term relationships with both Clients and Candidates, many of whom later become our Clients.

Executives are unlikely to indicate interest in a career move unless it is through an Executive Search Consultant. They require a professional and discreet intermediary who will ensure that their reputations will not be compromised and who also has the experience and commitment to be able to handle the process professionally and confidentially.

For both Clients and Candidates the confidentiality and targeted nature of retained Executive Search minimises the risk of information leaks during the recruitment process that could negatively affect the strategic plans of the recruiting organisation as well as the Candidate's organisation.

In addition to having associate executive search offices worldwide, Woodburn Mann has formed a number of other local and international strategic alliances which add considerable value to the company’s Executive Search service offering and these include:

• Psychometric Assessment: Appropriate level occupationally oriented assessment batteries conducted by Industrial Psychologists
• Executive Remuneration: Comparative market related pay, benefits and incentives
• Coaching: Developing leadership skills
• Performance Managment 

Our Search Consultants and Researchers are highly sensitive to concerns on the part of our Client's employees, shareholders and suppliers and Woodburn Mann ensures that the search process will be carefully and professionally handled.

Woodburn Mann is totally committed to providing a solution. We strive to maintain attention to detail, integrity and discretion throughout an Executive Search assignment and will remain actively involved in the process until success is achieved.

Woodburn Mann will only accept an assignment on an exclusive and retained fee basis. A retainer agreement enables us to:

• be fully committed, focused and to allocate resources that are critical to the success of an Executive Search
• ensure the integrity of the Executive Search in that the population of candidates is approached by one dedicated and focused firm
• remain actively engaged on an assignment until it is successfully completed, regardless of the complexity of the assignment or changing Client requirements during the course of the assignment

Clients can expect regular feedback and consultation throughout the Search and there will be full collaboration between the Client and the team working on the assignment to find the exceptional talent that fits the Client's specific requirements.

Our Executive Search Process begins with getting to know our clients. Woodburn Mann's Consultants and Researchers have donned protective clothing and unflattering head-gear and travelled down mine shafts; through all types of manufacturing operations, from confectionery to heavy engineering; and walked the course of processing plants for various commodities, being lightly steamed and coated in dust along the way.

We commit this time in order to understand our Client, his/her organisation, ethos, corporate culture and industry environment in order to develop a detailed specification for the position to be filled. This is not only in terms of qualification and career experience but also to match the nature of the organisation with that of the new Executive or Non-Executive.

A comprehensive specification reflecting our interpretation of our Client's requirements and an abridged version, which does not identify the Client organisation, are compiled. For the purpose of confidentiality the abridged version of this specification is for distribution to prospective sources and candidates during the search assignment. The full specification is only delivered to agreed shortlist candidates once consent to disclose the identity of the Client organisation has been received.

Once we are satisfied that we have a comprehensive brief of the type of person required by our Client, we then move into the Research phase of the assignment.

In-depth Research

It is the objective of Woodburn Mann to conduct an Executive Search assignment, as quickly as professional standards will allow. Once the specification has been approved, an executive search usually takes approximately six to eight weeks before shortlist candidates are presented for client interviews. Delays are sometimes caused if the search process is undertaken during school or public holiday periods.

It is not who Woodburn Mann knows that is important, but rather who we can identify and track down using in-depth research.

Woodburn Mann has the largest multi-disciplinary team of graduate Research Consultants of any retained fee search firm in South Africa. Our research team brings a lateral thinking, highly creative and innovative approach to identifying candidates using a well developed methodology for undertaking the detailed mapping of organisations to pin-point target candidates. Research resources with the appropriate background are selected for each new assignment.

Our first step when embarking on an Executive Search is to get the team around a table and brainstorm the role. Each search is unique and our approach to the search process is proactive, using lateral thinking to devise a strategy to best identify the most suitable population of candidates in the market for a particular position.

With the research strategy devised, we embark on the assignment using our thorough, "out of the box" research approach to ensure that the most appropriate candidates are targeted precisely and effectively. This approach not only delivers the result of a successful appointment, but also adds value to our client in terms of market intelligence and our ability to rapidly adapt should a client's requirements change mid-search.

The research is completed within three weeks of the Client giving the go-ahead on the assignment. The team that is working on the assignment may then meet with the Client to present the research. During this meeting Woodburn Mann works with the client to ensure that there is no identified potential candidate who, for any reason, should not be approached for a role with our Client. Sensitivities may include:

• business relationships that may not be public knowledge, such as potential joint venture partners
• important customers and suppliers
• people known to the Client through interaction in the industry and whom the Client already knows will not be a good fit for the role.

In addition we highlight the most desirable targets known to our Client and Woodburn Mann will make contact with these candidates as a priority.

Based on the filtering process undertaken with the Client, we will then contact all of the prospective candidates selected and, through in-depth evaluation meetings, appraise and assess each against the position and candidate requirements set out in the specification. We will then assemble comprehensive background information on the most qualified individuals and facilitate our Client's interviews with the preferred candidates.

At the appropriate time, we would also interview and assess any internal candidates who have indicated an interest in being considered for the position.

The qualifications of preferred candidates are verified and, if requested, detailed reference checks on the candidate, as well as the appropriate psychometric assessment for executive level positions, are undertaken at the request of the Client. In addition, if necessary, Woodburn Mann will participate in compensation negotiations with the final candidate.

After a Candidate is appointed Woodburn Mann will keep in touch with the Client and the successful candidate in the year following his/her commencement of employment to ensure a successful transition.

Links:

Business Integrity Code of Conduct
Executive Search
Board Appraisal
Performance Management
Interim Executives
Non-Executive Chairman and Director
General Conditions and Terms of Business