How professional search will help you
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Multiple or continuous need
When you have an ongoing requirement or multiple “difficult to fill” senior professional roles
Rare talent
Typically, high demand talent don’t look for a career move. They are actively approached.
Technical expertise
You want to ensure that the short list of candidates have the necessary technical ability, culture and motivation fit to avoid wasting your time.
Global market expertise
When you need to know the availability of a rare skill set, market level reward packages, lead time to hire.
Lack resources inhouse
In cases where in-house resources don”t have the bandwidth to devise or manage the an indepth search process.
Confidentiality
At times when it’s imperative that no one or just the a chosen few can know that you need to hire.
Our global network at a glance
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Our search assure process
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Our consultants manage a maximum of four searches and each one is supported by a researcher.
1: Strategy
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Your organisation
Business goals- short and long term
Organisation Structure- Current and Future
Culture and key stakeholders
Benchmarking
Conduct a thorough evaluation, measuring you against key competitors and the top-performing firms in your industry
Strategy
Refine role and person specification
Competency Framework designed
Scheduling
2: Indentify talent
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Market analysis
Develop a Market Map of people who have the potential to fit the role. This will cover countries, sectors and organisations agreed with you
Head hunting
Approach targeted leaders with a compelling vision of your organisation and their role within it.
Long list
Manage additional sources: advertising, databases, social media
Refined list of those expressing an interest
3: Assessment
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Telephone screening
Abreviated inteview to access broad scope of fit.
Behavioural Interview
Indepth interview to access skills, culture and motivation fit
Psychometric testing
Use our values, emotional intelligence and personality tests tests if required
4: Selection
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Client interviews
Set up inteviews
Debrief canadidates
Review with client
Close the offer
Background and reference checking
Negotiate reward package
Manage offer contract
Onboarding
Maintain relationship between offer acceptance and start date
Coaching support throughout probation period
Review process and new hires impact
