We are advocates for both you and the prospective candidates we put forward; after all, a successful outcome will be the right fit for both parties. Ours is a tailored process, of listening, understanding and forensic evaluation and assessment over a series of refining stages, from initial consultation to on-boarding and in-post support and development.
Stage one: Defining the role profile
Our starting point is to listen in order to develop a profound understanding of your business – its culture, organisational objectives, products, services, financial performance, market perception, competitive environment and position within your industry sector.
We consult with key stakeholders to understand the role and its value to your organisation – the technical/capability requirements and responsibilities as well as the necessary emotional intelligence and interpersonal attributes required. We will then compile a detailed profile of the ideal candidate and agree delivery timescales.
Stage two: Exploring the talent pool
We offer our partners a breadth and depth of industry experience and insight across a range of sectors and organisational structures that bring an objective clarity to the most complex of people-search challenges. Built over many years, our proven track record in the regions we serve, means we are uniquely positioned to leverage extensive talent networks and referrals to help you find the right people to give you the competitive edge.
Because many of our engagements require such unique skill-sets, we also have the value-added option of delving discreetly into a deep pool of ‘passive’ talent to find your exact match. Our specialist, human-touch, quality-over-quantity approach means we consistently find the right fit.
Our reputation is built on integrity and trust. In the rare instance that we can’t find a suitable match, we’ll tell you. We won’t ever waste your time by putting forward someone who is unsuitable. In situations like this, we will recommend online branded advertising options and campaign microsites. This approach can be of particular relevance, anyway, when you need to bring a particular message about the organisation or role(s) to the wider market.
Stage three: Matching people to the role profile
Taking the time to build and manage relationships effectively is crucial for a successful outcome. Stage 3 is the flipside of Stage 1, where, this time, we listen carefully to our candidates, ensuring their career aspirations, work–life balance, personal development needs, technical capability, cultural fit and behavioural characteristics are clearly understood and align with any opportunities we discuss and share.
We take the same rigorous approach in assessing, challenging and supporting candidates, throughout the process, as we do with our clients, informing them of the application process and the timescales involved, offering expert insight and advice, every step of the way. The one thing the people we place appreciate above everything else is our communication – the fact that we proactively stay in touch.
Stage four: Match assessment and evaluation
We utilise a comprehensive range of sophisticated profiling and testing tools to give you the in depth and accurate insight to make the right decision. As part of a selection process these tools take you beyond a limiting and not always reliable past-performance-and-experience approach to a more holistic, accurate and predictive model that also profiles a candidate’s personality, emotional intelligence and interpersonal style.
Your specific context is our defining criterion. It is a proven approach that enables us to predict a prospective employee’s ability to adapt and develop within an organisation, ensuring a cultural as well as technical-capabilities-based fit. This is especially common practice for CEO, executive, director, senior management and other key strategic appointments.
Stage five: Shortlisting, sharing insight and interviewing
Short-listed candidates are presented with significant additional background information and consultant recommendations. As appropriate, we share our in-depth evaluation reports – detailing capabilities and competencies in relation to the ideal profile, their strengths, and potential for development. This enables you to probe any particular areas of significance or concern further, during interviews. After each interview stage, feedback is obtained and interest levels carefully monitored.
Stage six: Offer management and salary negotiation
We will handle the verbal offer and acceptance process, followed up by written confirmation from your organisation. Our extensive experience in promoting offers to prospective appointees can make the difference between acceptance and rejection. As your representative, our role is to provide a sounding board for candidates and resolve any outstanding issues or concerns they may have. It is at this stage that references are thoroughly checked. Our in depth market knowledge means we are uniquely placed to advise on an equitable remuneration and benefits package as part of the contractual negotiations.
Stage seven: On-boarding and in-post development and support
Ours is a holistic, integrated approach that offers clients complete solutions – from search and selection through to employee evaluation, engagement and development. We’re in it for the long haul. We want to see your new employee flourish and your business thrive, which is why we support the appointee through their notice period, and beyond. The evaluation process continues in post, to highlight any development opportunities and ensure a smooth and successful transition.