Transport Infrastructure Ireland (TII) selected Cpl Executive to manage the executive recruitment campaign for the appointment of a new Chief Executive Officer to work closely with the Board of Transport Infrastructure Ireland and the Minister and the Department of Transport, Tourism and Sport.
The process for this executive recruitment campaign was a twofold approach; an international executive search complemented by a global targeted online advertising and press campaign, enabling us to attract the most suitably qualified candidates in Ireland and internationally.
The CEO is the Accountable Officer for TII – accountable directly to the PAC and other Dáil Committees and had to have an in-depth understanding of the construction industry and the necessary leadership skills, judgement, and commitment to deliver projects on time and budget.
After 1 day of 4 back-to-back interviews, (the interview panel involved the Board of Directors of TII as well as a Cpl Director), we had a debrief with the client and the decision was made to bring 2 candidates back for interview, this time incorporating a presentation. They then selected their chosen candidate.
International executive search approach to find niche skills
To get a deep understanding of the skills and expertise needed for the role Cpl Executive met with the board of TII and then presented timelines, interview processes and a research target list to the client.
We also prepared an in-depth candidate briefing document to share with each applicant. The approach was created to identify strong leadership executives across the Transport, Construction and Logistics spaces, operating at an international level.
We carried out a targeted online advertisement campaign and reached out to candidates around the globe. We engaged interested and appropriate candidates and presented weekly updates of screened candidates.
We received a lot of interest in the role from UK residents wanting to move back to Ireland as a result of Brexit. After several weeks of engagement and interviewing candidates, we presented a shortlist of the most qualified candidates, a mix of internal and external, based on our in-depth analysis and appraisals against the specification.
We managed the interview process, which was a two-round process at the TII offices. After 1 day of 4 back-to-back interviews, (the interview panel involved the Board of Directors of TII as well as a Cpl Director), we had a debrief with the client and the decision was made to bring 2 candidates back for interview, this time incorporating a presentation.
They then selected their chosen candidate. We closed off all applications by phone and followed up with written confirmation ensuring professionalism and integrity at all times.
A total of 49 candidates contacted Cpl Executive, notably, 5 of whom were internal to TII. The assigned Cpl Executive consultant had many conversations and communicated the Candidate Information Booklet to all candidates who contacted Cpl to discuss the role, on reflection not all these candidates submitted an application.
In parallel, Cpl Executive Consultants conducted an executive search process where we mapped out Ireland, Britain and Europe and networks in America and the Middle East.
We identified and headhunted a total of 50 candidates (14 Female and 36 Male) in Ireland and internationally.
We evaluated all applicants and candidates, assessing each candidate’s suitability for the position relative to our briefing for the role and relative to each other.
We identified 12 candidates (3 Female and 9 Male) for progression to competency-based screening interviews with Cpl Executive.
Following on from the competency-based screening interviews, of the 11 longlisted candidates screened, we recommended 4 candidates (1 Female and 3 Male) were shortlisted to progress to interview with TII.
After 1 day of 4 back-to-back interviews, 2 candidates were asked back for an interview incorporating a presentation. The chosen candidate was then selected.
Through engaging with Cpl on this executive search campaign, TII had access to additional candidates that would not have otherwise been available for this role and found the right person for the role of CEO.
As specialists in our areas, we are very knowledgeable and confident to approach passive candidates to get a different range of profiles. We also pride ourselves on managing the full recruitment process smoothly for the candidate and client to ensure the experience is positive and memorable.