Ancillary Services for Valued Clients

The planning, people and process skills we employ in executive search translate well to other types of projects involving human capital. KCP offers additional standalone services that help clients anticipate and respond to changing business environments and events.

Executive Assessment:

As part of our search work, KCP evaluates the potential match between an executive outside an organization and a specific job within. Executive Assessment employs the same evaluation skills and tools with a twist in the application—the executives under the spotlight are your own. Choose one, two or all three evaluation approaches to determine the fit and fitness of your current executives:

1. Performance-based evaluations to learn what they have accomplished;
2. Leadership-based evaluations to learn how they accomplished their work;
3. Organization-based evaluations to learn what organizational structure they prefer.

Executive Assessment gathers valuable information for a range of business scenarios, including troubled business units or teams, business expansion or contraction, changes in business strategies or tactics and mergers and acquisitions.

Talent Mapping:

Organizations commission a Talent Mapping project for planning purposes to connect with good people they would eventually hire to fill a particular job. Clients often know or have heard of the individuals they would like us to meet and develop. Other times, they want KCP to find the executives they should know but don’t. In both cases, they ask us to set the stage for ongoing relationships that would likely lead to future employment.

Examples of Talent Mapping projects:

• Identify and meet leaders doing the same jobs at different companies prior to recruiting.
• Establish relationships with candidates slotted to replace expatriates at the time they leave and return to their home countries.
• Initiate contact with executives to add to leadership teams in the foreseeable future when business growth outpaces top executives’ management capabilities.

Talent Inventory:

Instead of placing seasoned executives in specific jobs, Talent Inventory projects recruit enthusiastic middle managers and below into broad functional areas such as marketing, finance and operations. Talent Inventory funnels a pool of talent into the middle of client organizations to build bench strength and ensure management depth. Typically, candidates are in their third or fourth job out of college at competing companies or related industries. After they join the company, organizations develop a position around an individual’s particular aptitudes, experience and career preferences.

For example, Talent Inventory strategies are used to secure:

• Consumer-goods marketing talent
• Molecular R&D experts
• Expatriates returning for job in home country

Talent Benchmarking:

Talent Benchmarking is an intelligence gathering activity to compare executive employment compensation packages, roles and responsibilities, and results of people in the same job across companies in the same industry. With access to comprehensive competitive data, clients are able to make informed decisions yielding better results before they launch an executive search, begin an organizational review or develop programs to attract and retain top performers.

KCP collects measurable and comparable data, including*:

• Organizational structure and development
• Background and experience of functional executive talent
• Leadership bench strength and career development