section 1
Partnering
At the core of Executive ABAC Talenting's ethos lies a rich heritage stemming from its roots in the prestigious 'big-4' consulting realm, notably Deloitte. This heritage instills a profound understanding of the dynamics of client relationships, shifting the paradigm from mere 'working for' to 'partnering with' clients. This ethos mirrors the collaborative ethos found in leading global professional firms.
What sets Executive Talenting ABAC apart from its peers is its streamlined approach, significantly reducing bureaucratic layers to facilitate swift problem-solving and agile delivery. Our partnering philosophy revolves around aligning closely with client imperatives, particularly in strategic development and enhancement, ensuring a seamless integration with the client's overarching vision.
Partnering with us fosters a proactive mindset, emphasizing anticipation over reaction, empowering both parties to navigate challenges and seize opportunities with agility and foresight.
section 2
Taking a mandate
After a comprehensive exploration of every facet of the mandate during the client orientation meeting, a seasoned member of the Executive Partners' team, typically the Key Accounts Manager (Director), distills the key points of the discussion into a precise and comprehensive Document of Understanding (DoU).
This document meticulously outlines the agreed-upon terms and specifics of the engagement. Upon thorough review and any necessary revisions, both parties formally endorse the finalized DoU, signaling mutual commitment and alignment.
section 3
Sourcing Candidates
Securing the right talent is a nuanced endeavor and a cornerstone of any endeavor to attract, acquire, and retain valuable expertise.
Recognizing the unique nature of each mandate, we approach talent acquisition with a tailored strategy crafted collaboratively. Depending on the requirements, it may necessitate executive search (headhunting) exclusively or a blend of approaches.
Our mutual aim, shared by both the client and Executive/Academic Partners, is to optimize the effectiveness of these strategies. With robust infrastructure and a diverse talent pool, Executive/Academic Partners is equipped to deploy either or both approaches as needed.
section 4
Paper screening and talent matrix report
At Executive ABAC Talenting, we meticulously receive, screen, and assess all applications against predefined criteria, employing a discerning and practical methodology throughout.
Following this thorough evaluation, we compile a comprehensive 'matrix of overall response' for convenient reference throughout the process.
This matrix serves as a valuable tool, offering transparent insights into the reasoning behind candidate exclusions. During the final stages of delivery, it is succinctly presented to the client or client committee, facilitating informed decision-making and ensuring alignment with their objectives.
section 5
Activity-Based Assessment and Confirmation (ABAC)
ABAC is the intellectual property of EAT and was developed specifically to meet local conditions. Each assessment session is approximately two-and-a-half hours long, is highly structured and uses a sequence of robust questions that requires the candidate to give examples of real-life experiences that can be referenced and evaluated. The same set of questions are used for all qualifying candidates.
section 6
Behavioural profiling
At Executive ABAC Talenting, we leverage the Axiom DISCUS profiling tool, which is grounded in Jungian principles and serves as an 'awareness tool' rather than a test. This tool complements our consultants' subjective assessments by providing an objective anchor. Candidates engage with a multiple-choice answer document, from which their likely profile is derived. Following this, candidates receive feedback on the overview and advantages outlined in their profile, which they are then invited to rate as a percentage. This process enhances self-awareness and fosters meaningful dialogue between candidates and consultants.
section 7
Back ground checking
The Central Services Division (CSD) at Executive ABAC Talenting initiates a thorough background check process, which includes:
1. Conducting advanced Google searches.
2. Verifying the authenticity of qualifications, directorships, and professional memberships.
3. Checking criminal records.
4. Assessing financial standing (ITC).
5. Engaging forensic investigators when necessary.
section 8
Fit-for-purpose interview
Equipped with comprehensive ABAC data, including insights from negative standard deviations, the candidate's personality profile, and the results of background checks, our Consultant, alongside the ABAC Assessor, conducts a one-hour fit-for-purpose interview with candidates identified for potential shortlisting. This interview serves to delve deeper into any anomalies uncovered during the ABAC evaluation, enabling us to make an informed decision on whether to proceed with shortlisting the candidate.
section 9
Collaboration between ABAC Assessor and Interviewer
The ABAC Assessor and the Fit-for-Purpose Interviewer then collaborate to come to a final short-listing decision.
section 10
PowerPoint presentation to Selection Committee
At Executive ABAC Talenting, we take pride in providing a comprehensive overview of each candidate, highlighting both their strengths and areas for improvement. This information is meticulously organized in a tabulated format, facilitating easy comparison of the overall outcomes among selected candidate groups. Our commitment to transparency ensures that the selection committee is fully informed when making decisions.
section 11
Client interviews/presentations
Post the short-list PowerPoint presentation, EAT’ will be guided by the client as to those candidates they wish to consider. EAT’ Central Services Division will then arrange for each candidate to attend a client interview and/or to make a
presentation.
section 11
Appointment negotiations
Throughout our 22-year tenure specializing in the appointment of executive leaders, executives, and non-executive professional support executives and managers, Executive ABAC Talenting has encountered instances where relationships falter during the delicate stage of package negotiations. Occasionally, such breakdowns occur over minor issues that could have been easily resolved. Recognizing the importance of securing scarce and critical talent efficiently, it is paramount for EAT to facilitate the negotiation process. In doing so, we act as an impartial mediator, serving as an 'emotional shock-absorber' between parties, thereby enhancing the likelihood of a successful outcome.
