All our assignments are different. Just as all our clients are different. They may be in a similar sector, or a similar type of business, or searching at the same level, but we never treat them exactly the same.
It’s our job to pick up on the complexities of the particular project or the nuances of the corporate culture, as well as the experience and competency requirements of the open position. We take all of them into account and we accommodate them.
Identifying the right candidate for a key hire is never just a box-ticking exercise for us, but insofar as there are common elements to our search process, this is what they are:
Clients first and foremost
For any business, its people are its most valuable asset. We aim to provide our clients with the best possible executive recruitment solutions. We operate in close partnership with our clients, providing our expert advice and support at every step of the search process and supporting them in building the future of their businesses.
In all our dealings with our clients we are committed to two things: a continuing two-way information exchange and an open and transparent process. This transparency includes our fee structure, recommendations, methodology, recruitment procedures and operations.
Briefing on key selection criteria
Our partnership relationship with the client begins at the briefing stage, where we start the process of understanding their purpose, business goals and culture, together with the specification of the person sought. At this stage we can advise on current market trends, salary/package expectations and any likely challenges facing the project.
Following our briefing meeting, we will prepare a document combining client company information with the job and person specification, which will then form the basis of our research and assessment.
We believe it is vital to stay in touch at all stages of the search. This two-way exchange of information enables clients to stay abreast of market developments and helps them to make decisions. We recognise that their thinking about their company’s requirements may evolve, while we may also be able suggest new options.
Research to long list
We have developed in-depth knowledge of our core sectors through over 40 years of experience, which provides us with an invaluable network across all our clients’ areas of interest.
Our research team employs a range of techniques to map organisations and gain the insider knowledge most relevant to our search. An advertising strategy can be developed to supplement a search, particularly when a range of backgrounds could be of interest.
Screen and interview
Our in-depth screening process allows us to develop an understanding of candidates, their strengths, weaknesses and motivations. We will, location permitting, endeavour to meet each suitable candidate face-to-face.
We employ competency-based assessment and psychometric testing when appropriate. Our process, which has been refined throughout all our years in the business, reliably ensures that candidates’ credentials meet our clients’ requirements.
We compile a synopsis of candidate profiles, highlighting the key selection criteria for the position in order to provide a clear and concise analysis of potential candidates prior to agreeing the shortlist.
We will draw up a shortlist of the most suitable candidates. A profile of each candidate will be provided, together with the consultant’s assessment. Where appropriate, informal references can be taken and candidate business plans provided.
However, we will continue the process as appropriate beyond this point in order to ensure that the search is exhaustive.
Formal offer and resignation
Once the preferred candidate is selected we will assist with this, often sensitive, stage.
We will continue to maintain contact with the selected candidate up to and beyond his or her commencement with and integration into our client company.
Telephone: +44 (0)20 7440 8999