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The
Process |
Step
1 - Clients Requirements |
Working
as a team with the Client, firstly there is an initial meeting to ascertain
a clear understanding of the Clients organization - it's history, culture,
operations and organizational relationships. The specific position is
agreed and defined, the desired experience, required skills, personal
attributes are identified as well as any other characteristics necessary
for the successful Candidate.
Then a written specification
is prepared outlining the responsibilities, qualifications required and
personal criteria for success as discussed with the Client including a
clearly defined timeframe, salary/benefit expectations and anticipated
fees that have been pre-agreed with the Client. |
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Step
2 - Research and Sourcing |
None
of the roles are advertised and there are no internal databases or external
lists that are used, therefore candidates are not introduced that are
known prior to the assignment. The market is proactively searched for
the right match against the Clients individual brief.
Target companies
are analysed, individuals identified and qualified and confidential discussions
initiated. The majority of prospective Candidates that are approached,
are referred. They are generally very successful in their existing roles
and not necessarily thinking about a new one. However, they all have one
thing in common, they are career minded individuals and therefore willing
to listen to an opportunity if approached sensitively by a professional
consultant. |
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Step
3 - Interview and Evaluation |
| Candidates are
interviewed and pre-screened in detail to evaluate their experience, qualifications,
potential cultural fit, personal attributes and to ascertain their level
of interest. |
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Step
4 - Candidate Presentation |
| Typically
four or five individuals who are ideal for the position would be presented.
Candidates are only presented with their permission and in confidence, so
their name or present Company is not disclosed. Their professional background,
their experience, their suitability, along with their professional and personal
qualities, their key achievements, business history, remuneration package
and expectations and their reasons to want to open up a dialogue with the
Client. |
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Step
5 - Candidate/Client Meetings |
| Mutually
convenient meetings are arranged, prior to which a full brief is given to
both the Client and the Candidate. A thorough de-briefing process is conducted
with both the Client and the Candidate which enables continuous feedback.
Any subsequent meetings are arranged including briefing and de-briefing
through to a clear choice for both parties and the communication is continued
when an offer is extended providing counselling throughout the negotiations. |
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Step
6 - Resignation and Counter Offer Counselling |
| Pre-emptive resignation
advice and counter offer counselling are provided to all Candidates, ensuring
a firm and fair separation from their current employer. |
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Step
7 - Completion of the Assignment |
| Completion
of the assignment does not finish until the Candidate has successfully joined
the Client, integrated fully and contributed wholly. |
©2003
- 2007 |
