Methodology
We know that no two searches are alike and tailor our efforts accordingly through a systematic approach. These are the ten basic steps applied to all assignments:
Define Client Needs Before beginning a search, the consultant develops or updates knowledge of the client, its business objectives and its industry. With the client, the consultant defines precisely the position and the necessary personal qualities, professional skills and experience level.
Develop Position Specification Based on the information developed, the consultant prepares a position specification that is reviewed and approved by the client. This document contains the detailed criteria against which each candidate is measured.
Conduct Research To present the best possible qualified candidates in the most timely manner we rely on efficient, quality research. Once we have established a complete profile of the position to be filled, a list of organisations and a list of likely prospects is prepared. These lists are a result of a great deal of research into possible sources of skilled performers.
Identify Candidates The consultant examines the research information as it develops and contacts potential candidates. Candidates who appear qualified and express interest are then interviewed in depth.
Evaluate Candidates From among the candidates interviewed, the consultant selects those “few” best qualified. This requires assessing the intangibles, such as chemistry and management style, as well as evaluating quantitative and qualitative credentials. The maturity, judgement and experience of the consultant are crucial in this selection process. We also perform assessments of internal candidates, if requested, as part of the process.
Present Candidates The consultant prepares a written report on each of the selected candidates for the client. This report contains both factual information and our assessment of qualifications, experiences, achievements and personal fit with the client.
Make Selection After discussing the candidate with the client, the consultant arranges for the client to meet them and assists the client in making the final selection.
Negotiate with Executive The consultant usually participates in employment negotiations with the selected candidate. As a third party with considerable experience in such situations, we are often the catalyst for bringing about final agreement on the terms of the offer.
Check References An employment offer is usually contingent upon satisfactory reference checks, which are made by the consultant when appropriate. Our experience indicates people asked for references respond more candidly to us than to prospective employers. As a result, we can give the client a more accurate evaluation of the candidate. We also carry out a verification of academic and/or professional qualifications, where required.
Follow-up The consultant follows up to ensure that the new executive is performing well and that the client continues to be satisfied with the results of our work. We also stay in contact with the new executive to help ensure a smooth adjustment to the new situation.