Search Process

The Executive Search Process Retained & Contingency Assignment
a
CLIENT REQUIREMENTS
Obtaining complete information about your company, such as, the size of your operation, number of employees, past year performance & your future business plans. Obtain information about the candidates you are looking to recruit, to include educational background, work experience, compensation package & personal profile.
b
MARKET RESEARCH
Conduct extensive sourcing research, with a pre-screening of the market.
c
LONG LIST CANDIDATES
Provide a long list of candidates. The long list will allow us to avoid candidates you may have already met & possible companies that you do not wish us to approach.
d
SHORT LIST CANDIDATES
Having approved the long list by you , we will now conduct an extensive interview, providing you with full written assessment of each candidate, prior to any interviews you wish to conduct. We will also secure a peer group references prior to the final reference checks.


e
INTERVIEW ARRANGEMENTS
We will now arrange & implement the interview scheduling (& attending if necessary).
f
BRIEF & DEBRIEF
Candidates will be fully briefed on the position before the first interview. We will obtain a debrief, from both candidates & client, to determine how both perceive the opportunity. As a neutral third party, this often encourages the candidate to voice any concerns about the opportunity, or the situation with his present employer.


g
OFFER CLOSING
Prior to the offer being made to the candidates, we will obtain reference check from past employers. Having received positive references, we offer to handle the compensation package, encouraging our negotiation skills in this sensitive area, to ensure a positive outcome for both client & candidate. We can also advise on suitable salary packages & contract terms.
h
REFERENCE TAKING
In addition to the earlier peer references, we will now obtain the final reference checks from previous employers to ensure the candidate is of the standard he or she appears. Further checks can be made on the legitimacy of professional & educational qualifications.


i
FOLLOW UP
Supervise the transition period of the candidate and provide assistantance to both clients and candidate on any logistics and family concerns i.e. schooling, employment, visa matters, up to the date of the actual joining of the candidate on duty to ensure smooth transition from both sides.

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