Our approach
Our strength in candidate analysis combines interview, informal referencing and assessment
Clients used to take 'headhunting' pretty literally. They brought us in to fill vacancies without much reference to the wider strategic context. These days they want us to share their long-term vision and help build complete, harmonious management teams.
Our search process is designed equally to support our clients and candidates, always giving advice to both sides. It is underpinned by seamless service, quick response times and regular, open communication.
From brief to ‘End Game’
- 1 – The brief
It doesn’t pay to rush the brief. At the outset we like to spend time with our clients to gain the deepest possible understanding of the role and its context within the organisation.
During this stage we recommend the most appropriate media and search strategy, and create a job specification and an information document for candidates. We also encourage thought to be given to the final interview stages of the process. - 2 – Research & advertising
Methodical research – including intensive telephone detective work – is at the heart of all we do, so that’s a given. We contact both information sources and potential candidates. We keep our clients continuously updated on our progress throughout this stage. Advertising may or may not be right for the role in question. We advise our clients either way. If it is, our integrated in-house advertising and call centre can handle the entire process. This stage concludes with a longlist meeting, agreed with the client, where potential candidates are identified.
- 3 – Longlist to shortlist
We carry out face-to-face interviews with the chosen longlisted candidates, when we validate the CV and consider the candidate against the criteria. The result is a shortlist of the lead candidates that we recommend our client meets.
- 4 – Final stages
Following a meeting to discuss the recommended shortlist, our client will interview the candidates to evaluate their skills and fit with the role and the culture of the organisation. We often recommend this is first done informally one-to-one, followed by panel interviews for a smaller number of candidates. At this stage, we will often build in psychometric testing if required. We stand down unsuccessful candidates, ensuring they still feel positive about the client organisation. At the same time, we keep candidates ‘warm’ during the negotiation stage.
- 5 – The End Game
As veterans of hundreds of appointments all over the world, we understand the importance of the End Game. We help our clients maintain the excitement and momentum for the new recruit, while advising on negotiations and the offer package. Money, simplicity and a personal approach, for example, can all be critical.
Also we like to follow up with both our client and the successful candidate during their first year with a review and aftercare programme, to check that the appointment is working well for all parties.