1. Initial Discussion
We define the exact project requirements with the client and act as a strategic partner. Through our detailed knowledge of the Market we are in a unique position to advise on the structure and the relative strengths and weaknesses of the competition. We take time to thoroughly understand all the surrounding issues of culture, history and vision of the firm as well as any challenges that the project may face. We then agree a detailed candidate profile, search strategy and timescale for completion.
2. Research Phase
Our dedicated research team map out all the relevant institutions using both on-line and off-line research tools. This is complimented with telephone-based research and our proprietary database which is continually updated and checked for accuracy. We discreetly draw upon our extensive network of contacts in the industry to validate our research.
3. Potential Candidate Universe
After producing a potential candidate universe we discuss this with the client and together we prioritise and screen the list and agree the approach. Further sourcing is conducted around the agreed list which culminates in a defined shortlist.
Having produced a shortlist of exceptional individuals based on our research and in consultation with the client, we begin approaching candidates to ascertain their suitability and appetite for the role.
The candidates that we approach are all top quartile individuals and as such are happy and flourishing in their current roles. They are not typically active job seekers. The skill of our consultants is their ability to secure the candidate's interest in the opportunity through a credible representation of the client and the role on offer, in relation to the candidates individual circumstances. We present the opportunity accurately and insightfully, acting as ambassadors for our client.
After securing the candidate's interest in the opportunity, we conduct a detailed interview where we drill into their education, career and motivations. We evaluate this against the predefined competencies and skills required for the role.
7. Client Interview
Following our comprehensive interviews we select the best candidates from the shortlist and arrange interviews with the client. We provide a short profile highlighting their career to date along with our evaluation of their strengths and weaknesses. We communicate constantly with both client and candidate taking detailed feedback to ensure that all parties are fully informed and that there are no surprises.
8. Candidate Offer
The most crucial part in any search is the effective management of the offer and resignation process. Working closely with the client we ensure that the right offer is made by the right people at the right time.
In the war for talent, organisations fight to hire and retain the best employees in the market. Therefore we devote a great deal of time preparing candidates for every eventuality during the process. Dealing with potential buy-back situations is a key part of our role and where possible we try to be one step ahead. We take an active role in supporting the candidate through their resignation process which can be a stressful period.
9. Successful Placement
Our work does not stop when the candidate is hired. We remain in contact with both parties to ensure that the integration process is successful.