How we do it

Our Search Process

 

We always start the search process by creating a clear profile of the ideal candidate. This forms part of the Position Description, which also includes the aim, objectives and responsibilities of the role. We also review our client’s business and how the requirement has arisen. All of this information is combined in an Assignment Brief, and from there into a Candidate Brief.

 

While drawing up the Assignment Brief, we begin the Research. This involves identifying people who appear to match the candidate profile. We do this personally by networking through our industry friends and contacts. Those who appear to be suitable are then approached. We arrange to meet those who, after a preliminary discussion to confirm their suitability, are interested. A full report* is provided on each of those whom we recommend for consideration – the Short List. We never pass on candidates’ own CVs to clients.

 

Our reports, provided in our benchmark format, address the needs of our client as set out in the Position Description, and include education, qualifications, pay and benefits, availability, career, background, capabilities, relevant experience, personal characteristics and interests, cultural fit, and rationale for a move.

 

When our client has decided which candidate to appoint, remuneration and other employment benefits and conditions are negotiated. We expect to play an active role in this process. Any offer of employment should be subject to a medical examination and references. We normally take up references by speaking to referees who will, as a rule, be more candid in conversation than in writing. We then report in writing to our client what we have learned.

When an offer has been accepted, the appointment is made. However, as this is the time when the successful candidate is most vulnerable and often subject to pressure from the existing employer, we keep in close contact to provide support and counsel. We like to maintain contact with both our client and the appointed candidate during the first months of employment, and sometimes longer, so that we can anticipate and avoid any problems of adjustment. Throughout the assignment, we maintain appropriate confidentiality.