The Executive Search Process: How We Place Household Staff
Here at Pembury Partners we place the very best candidates into positions in the world’s finest households and estates. Many people think of this simply as the business of recruitment, but what we do is, in fact, Executive Search. This requires a different approach and is far from simply being a puffed-up term to make our day-to-day activities seem more important.
Probably the most important difference is that we value quality over quantity. A normal recruitment agency will be most interested in the sheer number of people they can find roles for, and will do a fine job of introducing candidates who are good enough to fill the positions. An Executive Search firm on the other hand – which will usually, as in our case, be focussed on a particular industry or sector – is tasked with finding the absolute best specificity of fit for a particular role. This means extensive discussions with clients to develop a real understanding of what’s required, likewise with candidates in order that they are the ideal individual for this role. To suggest a sartorial analogy, a normal recruitment agency sells off-the-peg suits whereas an executive search firm is a bespoke tailor.
For clients and candidates alike, confidentiality is often of paramount importance, so the ability to walk the wire of providing the necessary information without breaking confidence is key.
Our Process for Clients
Every client is different, with very specific requirements. It’s our job to understand these in order that we can set about finding the one candidate who best fits them. The process therefore starts, as you might reasonably expect, with a consultation. We assess the nuances of the client’s residence/s and establish their staffing needs, and we get to know them. It’s important that every client is assessed individually – one size does not fit all.
So armed with information and understanding, we are able to begin our search for candidates, which may or may not include publicising or advertising the role – many of our clients are extremely private in nature and some jobs we have to offer won’t even be shown on the website. Candidates for the role in question are meticulously chosen and thoroughly vetted, a shortlist is drawn up and the interview process can be arranged. Once interviews are complete and the candidate selected we arrange for offer letters to be sent, and contracts are drawn up by the client.
We remain at the client’s disposal throughout what can be a lengthy and complex process, and assist every step of the way. Should either the client or candidate find that the role is not a good fit, we will have discussed a post-care service and, having learned from this, introduce further candidates.
Our Process for Candidates
Our candidates usually either get in touch with us by sending their CV, or we directly find them through a head-hunting process to fill a niche role. A registration and interview process will then ensue, giving the candidate and our Consultant an opportunity to discuss at length their expertise, experience, expectations, etcetera. The necessary paperwork and permissions are completed, and the vetting process, which in part involves collecting verbal and written references covering at least the past 5 years, can begin.
Suitable candidates are then presented via carefully curated profiles to the clients, where the role is a good match for both parties. The interview process follows, with our careful assistance to ensure the candidate has all the necessary details to present themselves accurately but without exposing confidential details. Offer letters and the signing of contracts – drawn up by the clients – complete the process.
At Pembury Partners we provide a bespoke service based on the suitability of an individual candidate for a particular role for a unique client, and we offer assistance every step of the way.
