Professional executive referencing involves carrying out a rigorous search through a candidate’s background and experience. We make certain you’re hiring the person you need.
How do AGP’s executive referencing services work?
As well as providing clients with formal testimonies from named referees we carry out extensive due diligence to gain insights into a candidate’s personality, motivation, values and leadership capabilities.
This includes speaking with former colleagues and leveraging our extensive network of industry contacts.
We also carry out psychometric testing to secure the candidate best suited to the role.
We leave no stone unturned when carrying out executive referencing, because we know that the right people can shape the future of your business. The direction and messaging they provide filters down through your organisation, so it’s absolutely vital that they fit your culture and values – and flourish in their role.
With more than 30 years of experience in executive search, we have a finely tuned understanding of what makes a candidate suitable for a role, so you can be certain of a perfect fit for your organisation.
What is executive referencing?
Just like regular referencing, executive referencing is the process of speaking to people who have worked closely with your candidate, to discover if they meet the demands of the role and will fit in at your organisation. Yet executive referencing goes into much greater, forensic detail.
For instance, we can search for legal issues (such as CCJs) and bankruptcy notices, for an additional fee. The aim is to give you peace of mind that your candidate is not only suitable for the position, but can succeed and lift your organisation’s standing from their new position.
What’s included in our executive referencing service?
Our executive references are exhaustive, going far beyond professional colleague references.
We can offer a raft of detailed psychometric tests, including personality, conflict resolution and critical thinking analysis, at an additional cost.
It’s important to note, however, that our services are entirely customisable. If there are areas that you’d like us to focus on, we’re happy to oblige. Our intention is to give you real insight into a candidate’s character and background, as well as how they’ll fit in at your organisation.
Why is executive referencing important for employers?
There is greater risk attached when it comes to hiring senior executives: influential people at the top of an organisation can mould a great many people into thinking their way. Consequently, it’s vital that they have a beneficial impact.
Since senior executives are successful individuals, their CVs and expertise can be highly impressive. It’s important to look beyond this and differentiate between multiple candidates who look ideal on paper.
How does executive referencing benefit businesses in the long term?
Getting it right is particularly vital when you’re hiring a senior executive. These are the people who can influence a whole organisation and, even more than that, the organisation’s entire culture.
Exhaustive executive referencing makes sure that you do get it right. Then your business will be led in the right direction, with careful, expert consideration going into the most important decisions.
As well as fitting in with your culture and personifying your values, the right executive will also have a transformative effect, improving and inspiring throughout the organisation. With their skills and ability to motivate, they can drive your company forward for years and years.
FAQs about Executive Referencing
Each candidate that appears on the shortlist is asked to provide two referees. One is their direct report and one will be a peer.
Only in exceptional circumstances.
For example, if the client we are working for operates in a niche sector where the targeted candidate pool is small, the client may not want to alert the competition to their recruitment plans. We may not want to expose the candidate either.
Contacting a current employer before a job offer has been made has the potential to limit their career. That said, given our 30 years in retail executive search, we have built up a detailed knowledge of every candidate and how they are likely to act under different circumstances.
All references are provided to you in a full written report.
The executive referencing process should go into much greater detail than it does for non-executives. Executive references should reveal much more about the character and history of a candidate.
Bearing in mind executives’ higher profiles and greater ability to influence, executive referencing places much more emphasis on these individuals’ reputation, which will reflect on your company. This is why, for instance, individuals’ digital profiles are examined.
Our clients trust us to find the right person at the first time of asking
I would recommend Tony in a heartbeat.
Tony has a wide network across the UK retail market and knows what’s going on across sectors. Tony is able to match his clients to candidates in smart partnerships with close consideration of cultural fit, which is very rare in my experience.
As a candidate, Tony always kept me updated on the progress of any project and then remained in touch throughout the assignment, providing valuable executive support and advice.
I am always grateful that Tony picks up the phone to me frequently with such interesting opportunities
Past experience has always given me the perception that dealing with a head-hunter can be a long and time consuming business. However, with agp this certainly was not the case. From the initial discussion through to the final interview it was quick, efficient and enjoyable.
Tony is honest, open and easy to talk to. He gives you straightforward feedback at every step and a great deal of support during the whole process. It’s more like dealing with someone you have known for a long time, rather than a business transaction.
I also found that if Tony promised to call you or send something to you he did and it happened on time. You were never left hanging around, uncertain of what should happen next. He delivered everything as promised and in a most professional but friendly manner.
The final thing that surprised me was that Tony does keep in touch. He doesn’t just leave you to get on with it, he’s more like a trusted colleague than a recruitment consultant
I have worked with Tony at agp for many years both as a client and a candidate.
Tony has in-depth experience and knowledge of the consumer industry which enables him to really understand the client’s and candidate’s needs and requirements in the interim market. This expertise has translated into great quality interim roles and candidates.
On a personal level Tony is friendly, approachable and responsive which makes him a pleasure to work with.
Looking for Executive Roles?
agp recruits a wide range of permanent and interim C-suite roles for leading employers spanning the Retail, Luxury, Travel, Hospitality and Leisure Sectors.