Why SPi

Value Added

Searching for executive and specialised management is a skilled and time-consuming task. It is not your core business – it is ours.

The executives that SPi shortlists will all be eminently suited to the position. By the time you make your final selection you will know each candidate’s strengths, weaknesses, skills and potential contribution to your company. These criteria will enable you to make the final selection with confidence. Researchers form an integral part of each of our project teams. Their insight into local and global markets and industries is unparalleled. This insight plays an essential role in identifying best of breed candidates. The strength and depth of research at SPi means that we are able to make a success of assignments in sectors or countries that are new to us. We are also well placed to conduct exclusively commissioned research projects on behalf of our clients.

All Search Partners International’s consultants add value through their extensive experience of business – a total in excess of 200 years! Our consultants, the majority of whom are shareholders in our business, are drawn from executive and specialised management functions in private and public companies, parastatals and even government. We have a deep understanding of business needs and strategies. We speak your language and understand your stress. We know what works and what doesn’t. We can claim this because we have walked in your shoes and sat behind that same desk.

Success in Search

All Executive Search businesses claim significant success in major South African corporates and government. Search Partners International is proud to have been instrumental in doing more.

  • We have engineered greenfields operations, restructured government bodies and enhanced corporate management.
  • We have succeeded at the very highest levels of the financial services industry.
  • We led the consortium to staff South Africa’s first national lottery initiative.
  • We are actively assisting global mining houses to access the mineral wealth of Africa and other continents.
  • We have restructured whole levels of management in government departments and parastatals.
  • We have been at the forefront of endeavours to improve South Africa’s energy supply.
  • We have even assisted far-flung rural communities in the SADCC region to benefit from global tourism.

Process

SPi uses a project management methodology on all assignments. Two consultants and one researcher are appointed to handle your specific assignment. This team will reflect the industry experience

appropriate to your brief and so maximise that all-important business focus required for a successful and practical outcome.

The process features the following elements, ie:

There are four phases evident in this process:

Phase 1 – Proposal

The search process begins with a detailed briefing on the position. Our most important contribution at this point is to ask the right questions. This information is honed into a detailed proposal, which contains the definitive information on your business, the position and personal specification as well as detail on our process.

Phase 2 – Research

Highly experienced researchers bring perspective and focus to a research process grounded in proven methods and aimed at creating a universe of suitable candidates. The project researcher accesses and analyses extensive data from various sources which is then channelled into an active research “funnel”. Research data flows down the funnel, which “narrows” as the relevant position specification criteria are applied to then release the most suitable candidates. At all stages of the project, SPi researchers are accessible to our clients. As the funnel narrows a number of quality control measures apply including:

  • primary research – accessing the internet and relevant literature
  • seconday research – database(s) interrogation
  • tertiary research - probable candidates discussed with client
  • telephone screening - confirming suitability
  • personal interviews - assessing for candidate “fit”
  • shortlist – formal submission to client

Phase 3 – Shortlist and Negotiations

A shortlist of suitably qualified and experienced candidates who closely mirror the requirements of the

position specification as agreed to in the proposal, are submitted to the client.

At this stage the responsibility moves to the client:

  • interviews – client interviews selected candidates
  • negotiations - preferred candidate(s) is pursued
  • references - obtained by SPi consultant, if required
  • psychometric assessment - sourced by SPi consultant, if required
  • written offer of employment – submitted by client via SPi consultant to preferred candidate.

Phase 4 – Notice Period

Appointed candidate works notice period and concludes all responsibilities to current employer.

Four - phase funnel process: