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"Ability is what you're capable of doing. Motivation determines what you do. Attitude determines how well you do it."
Lou Holtz

Executive Search & Selection

A management vacancy is often seen as an interruption to the status quo. However, the vacancy should be seen not as a problem but as an opportunity because it gives the organisation the chance to appoint someone who will make a real difference to its success. For this reason, Cordel Gowan believes that senior level selection is a strategic operation not a tactical one. Appointing the ‘right’ person is important: making sure that you don’t appoint the ‘wrong’ person is critical.

There are three distinct aspects to any external recruitment exercise:

  1. Role Need and Definition
    The critical part of any recruitment exercise is not finding ‘good’ candidates but the part that starts the project off: namely the detailed understanding of the role itself and identification of the experiential, inter-personal and behavioural requirements for success. Where appropriate, we gain inputs from stakeholders and customers, and examine the actions of competitors, to ensure that the right person is being sought.
  2. Sourcing Candidates
    From this initial analysis we can determine the most appropriate sourcing approach but, wherever possible, we will use a broad, multi-channel sourcing approach in order to attract motivated, high calibre candidates specifically for your business and role. We have no in-built preference for any one sourcing method but will give you completely impartial and accurate advice.
  3. Selection
    Our approach to ‘Selection’ is also different in that, whilst making sure that the experiential fit is good, we evaluate in depth the broader capability fit of all those on the shortlist and then use that evaluation to carry out detailed reference checking by telephone. In this way, we can increase the probability of your appointing the right person – right for the role and right for the company.

For more information please contact us


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