Focus is an important element of a direct search. There are therefore a number of basic questions that must be asked in order to prepare the groundwork thoroughly and to pose as the process moves on.
These relate to:
- What is the strategic direction of the company or organisation?
- What are the key challenges it faces in the short, medium and long terms?
- What is it that provides the company or organisation with a competitive edge or USP? What does the company offer that its competition can not or does not?
- What are the core aspects of the internal and external culture?
- How will the role support the company strategy?
- What is the essence of the role?
- What are the priorities involved in the role?
- Are there any complexities involved and, if so, what are they?
- What are the key competency requirements of the role (technical and behavioural)?
- Who are the opinion leaders, role models or state-of-the-art leaders in a given product or service?
- What is special to the particular market?
- What type of person could trigger change?
- Are there aspects that have not been considered but which could add value?
- Does a candidate meet the technical and behavioural competence requirements?
- Will the individual be a good fit within the existing team?
- What is their career logic? What makes him or her tick?
- What drives and motivates a candidate?
- Why is this role a win-win for the organisation and the individual?
- Will a candidate fit into and thrive in this new cultural environment? In a new country? What about his/her family?
