About

Our Process

_{The Initial Briefing}

_{This is where the Hiring Executive and other key decision-makers discuss the positional requirements of the role and define the detailed qualifications. Input is generally an open-forum for management, peers and subordinates to discuss the key features of the post and understand the reporting structure of the client. In tandem with the client, we develop a job description, detailing the responsibilities of the post, requirements that will be used in candidate identification and sourcing from various companies/institutions. Specific sourcing is discussed such as target companies, companies that may be off-limits to source due to an existing agreement between the organizations, and any other potential issues pertaining to the search-assignment.}

_{Search Strategy}

_{Following final approval of the position specification, the search is launched, casting a wide-net over the field of qualified, passive candidates. This is deployed through an internal database search, original research, and direct contact of potential candidates to gauge their level of interest, qualifications and viability. This ultimately yields a ‘long-list’ of candidates who’s CV’s are submitted for review with the Hiring Executive and his/her team. Phone interviews/teleconferences are conducted by the client for an initial discussion about the position, the responsibilities, and the overall culture of the client. From there, we proceed with the preparation of the short list, whereby the selected candidates interview at the client’s site.}

_Interviews

_{On-site interviews are scheduled, and I work closely with HR to ensure an efficient and timely process. I catalyze the interview process and maintain ‘recruiting inertia,' during the recruitment effort.}

_{Continued Qualification}

_{When there is established interest from both the client and candidate, I continue to qualify the candidate’s ability to accept an agreeable offer. Relocation of the family is necessary in many cases, so sensitivity to family needs is required. Human Resources plays a critical role in the entire process, and I assist where possible in identifying opportunities, relevant to the spouse’s career. Maintaining recruiting momentum with the incumbent is essential at this point.}

_Offer

_{Prior to the offer, either HR or I contact the references as provided by the incumbent. Assuming a qualified, competitive and fair proposal, the incumbent will be poised to accept the offer that I have pre-qualified.}

_{Closing the Assignment}

_{After the incumbent formally accepts the offer, I close-out the search and thank all involved for a successful process. I follow-up with the new employee at the three, six, nine month, and 12 month, period to ensure the client and candidate are substantially satisfied.}