SACS offers executive recruitment services across a range of sectors.

  • Attract the right candidates. Quality over quantity.
  • Use the most up to date candidate sourcing mediums. Not all social media channels are appropriate.
  • Evaluation is just as important as sourcing. There are two components to the science of talent recruitment: attraction and selection.

For a general overview of talent recruitment and best practice, click:

  • Helps how?
  • The process
  • Benefits
  • N.B.

The “why”:

  • Ensure a cultural match with your hires
  • Tap into the right networks
  • Access current benchmarks for your industry:
    • salary
    • candidate attributes
  • Ensure the correct strategy
  • In the eyes of candidates, lift the reputation and profile of your company

Best practice includes:

  • Meet with client to take brief, understand their needs
  • Prepare the correct job specification
  • Conduct search of the market i.e. review database and networks
  • Advertise role
  • Screen CVs/candidates
  • Candidates complete behavioural questions
  • Interview candidates
  • Psychometric assessment
  • Shortlist provided
  • Panel interviews
  • Reference and academic checks
  • Negotiations and contract signing


  • Access specialist skills and networks
  • Higher performing candidates
    • Higher standard of work
    • More efficient
    • Good fit for culture
  • Longer staff tenures
  • When necessary, ensures confidentiality.

Pitfalls to watch out for:

  • Recruiters without expertise in organisational psychology and just selling their friends
  • Consultants with a weak grasp of culture match
  • Lack of care for candidates
  • Success is less about simply identifying potential candidates, and more about ensuring a meeting of the minds e.g. the fine print re roles and responsibilities, contractual terms etc.

For further information on best practice and an evidence-based approach to recruitment, please provide your business email address.

The science of candidate attraction

It is well known that at any given time only 20% of the candidate market are actively pursuing employment opportunities, leaving 80% of the market “passive”- not actively seeking job opportunities. Quality candidate databases are very important, as is advertising in the correct channels.

The science of candidate selection

Use the most predictive recruitment methods available, and use the latest research as to what works in predicting whether the candidate you hire will be successful.

sacs science of candidate selection

The table above shows, in order of accuracy, the range of executive recruitment and candidate selection methods available.

N.B. Most executive recruiters use standard interview processes, whereas a combination of recruitment selection methods yields a predictiveness that, when converted into percentage accuracy, represents roughly a fourfold increase.