Services
Assignment Service
Executive Search Service
ASSIGNMENTS:
Briefing Meeting
This is where we get to know you, discuss the job description, your style and method of operation, to ensure that we understand your business and your specific needs.
Databank Analysis
Back at our office we then search our databank for potential candidates to assess whether your requirements could be satisfied from this source.
Advertising
If advertising is required, we draft copy for your approval, recommend the appropriate media and obtain budget approval before proceeding.
Screening
We collate and analyse details of all candidates and arrange interviews with those who come closest to meeting your needs. These are conducted in private offices by our trained and experienced consultants.
Short-list Resumes
Full career resumes are prepared on each suitable candidate, covering work history, personality characteristics, career objectives and details of his or her personal circumstances. A short-list is prepared for discussion.
Psychological Testing
We offer full facilities for selected candidates to be tested when necessary.
Interviews
We then arrange interviews with the candidates of your selection, either at your offices or, if greater confidentiality is required, at our premises.
Reference Checking
Full reference checks are conducted prior to making any offer to a selected candidate.
Closure
All candidates who have been unsuccessful in their applications are notified.
Follow-up
The progress of the new employee is monitored regularly during the first six months and a performance appraisal form is provided to assist the employer in making an objective assessment at the end of this period.
These essential steps are designed to ensure ultimate customer satisfaction. Perhaps that is why our clients are a continuing source of referral business.
OUR CONFIDENTIAL EXECUTIVE SEARCH FACILITY:
Increasingly Executive Search has become the internationally favoured method of recruiting staff of the highest calibre for top positions. At these senior levels recruitment advertising may in fact be inappropriate, as the ideal individuals are unlikely to be actively seeking alternative employment. The specification is frequently so tight that relatively few will meet it, or confidentiality may be an overriding requirement. In these cases it will be necessary to make such appointments by actively searching for the ideal candidate. Our local and international links provide us with the ideal base from which to access the widest selection of potentially suitable candidates. While the process is somewhat different from normal recruitment procedures, the approach the Group takes is no less thorough or efficient.
Briefing
In all instances, comprehensive position descriptions and candidate specifications form the basis for the assignment. We would want to examine your corporate culture and personal chemistry and to analyse the position in its detailed working context.
Background Research
Our research for each assignment is specific, original and up to date. In the first instance we would draw up a list of target companies in which your candidates are likely to be working. We would refer this list to you to amend or augment.
Candidate Identification
The next stage would involve the identification of specific target candidates and once again we would like to discuss the completed list with you – not merely because you may know some of the names, but because it is useful to establish the relevance of their particular jobs.
Assessment of Potentials
Once we have decided on our target list, we would then contact them, initially by telephone and then in person. This is a very delicate process, but we would interview every possible candidate in depth, assessing suitability from the point of view of ability, experience and personality, at the same time endeavouring to establish and maintain their interest in your organisation and the position concerned.
Short List Introduction
Finally, we would introduce to you a fully documented short list, usually three people for each position. All candidates will be kept warm and informed, both before your meeting and thereafter. When you have made your selection, we will be available to help both parties with the final negotiations.
A typical search assignment usually takes between six and ten weeks to complete, depending on its complexity. Our clients who have used this approach find it an extremely valuable management tool and will generally continue using this technique to replenish and build their top management teams.