| The process detailed below is our proven methodology, used for senior & middle level search assignments. |
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 Understanding our client |
| Detailed discussions with the key stakeholders from the client company will be required and are held so that we not only know the technical requirements of each role but also understand the organisation, its culture, challenges and vision to ensure there is a lasting fit and the attractions of the role(s) are fully understood. |
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 Position Profiles |
| Further to these discussions, we will compile a full position profile for each vacancy, including candidate profile and likely career background and skills sets, and agree this formally with the client before search commences. |
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 Developing a Sourcing Strategy |
| With Clients help, we than draw up a target list of appropriate institutions/or industries and/or companies and regions of particular interest from which to recruit. Then utilising our network, along with our database we develop a list of most promising candidates within these companies. This is presented to the client as a comprehensive list of people we intend to approach. |
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 Advertising |
| If required, we also organise targeted advertising campaigns to increase the profile and attraction of candidates for the specific assignment. Using our market knowledge and regional experience, we are able to recommend a number of advertising methods; these could include web based advertisements on region specific websites or impactive printed adverts in leading broadsheets. The response will be filtered and managed completely by us. Relevant candidates responding to any advertisement will be evaluated as described below. |
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 Evaluation |
| Candidates are approached by us in absolute confidence and, where appropriate, they are met to discuss the opportunity and to determine a profile match with the job, their career aspirations and suitability in the context and culture of client organisation. |
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 Shortlist |
| We than inform the client and present a list of the most suitable individuals for each position, together with a background report, detailed biographies and our Consultant’s suggestions. Our opinions are expressed forthrightly and without bias or conflict. |
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 Client Interviews |
| Our consultant will work closely with the client to arrange and plan the interview process. We also work closely with both the client and the candidates to ensure each party receives feedback and reflections from the other, as the post-interview debriefs are an essential and delicate part of the process. |
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 Reference Checks |
| We than conduct reference/background check on candidate(s) who have been selected for hire, before the offer is formally extended. |
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 Negotiations |
| We also help negotiate final candidate’s compensation requirements and if required, assist in completing the hiring arrangements. |
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 Engagement |
| We will assist the client in the parameters of an offer letter as the offer stage is the most sensitive in the process. Our candidates are invariably highly valued by their current employer and the majority of offers result in counter bids. Our consultants are experienced in managing candidate psychology by addressing the likelihood in advance with the candidate and canvassing their reaction to a counter offer or a variety of competing offers. |
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 Post joining follow- ups |
| We followup with the client and candidate for ensuring smooth transition. |
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