METHODOLOGY RESEARCH

For each assignment we develop a search strategy specially designed to identify the best-qualified candidates for the particular position available. We personally source every candidate through research and use a face-to-face interview process for vetting all candidates. The purpose is to find high quality candidates of international standard and integrity.  The basic process that we follow in carrying out this strategy:

1. INITIAL CONSULTATION

We begin an assignment by consulting with our client on the information necessary to find the right individual for the position.

2. IDENTIFYING POTENTIAL CANDIDATES

We do our own research and draw upon a variety of resources to identify a large list of potential candidates for the position. Individuals in other industries are included where the skills required in the position are readily transferable to the client organization. We do not use advertising or rely upon unsolicited resumes in our research.

3. SREENING CANDIDATES

Potential candidates are contacted to determine, on a preliminary basis, their qualification and interest in the position. This is followed-up by more detailed discussions and exchange of information with those who appear qualified and interested. The process continues until we have screened out all but those who appear to be suite for the position. Results are reviewed with the client and candidates are selected to be interviewed by the consultant.

4. INTERVIEWING CANDIDATES

We conduct personal interviews with selected candidates to make an in-depth evaluation of their qualifications, level of interest in the position, motivation for wanting the job and their personal compatibility with the client’s organization. We summarize the results and meet the client to identify those candidates best suited for the position.

5. SELECTION BY CLIENT

Expanded profiles and consultant interview notes are provided to the client and interviews are then scheduled between the client and candidate. We conduct reference checks on the individual selected by the client for the position. We can serve as an intermediary in developing and negotiating a compensation package acceptable to the client and candidate.

6. COMMUNICATION WITH CLIENT

We maintain close communication with the client throughout the search process to keep them posted on our progress and gain their input.

7. COMMUNICATION WITH SUCCESSFUL CANDIDATE

We follow-up with the successful candidate, at strategic intervals, after he or she joins the client organization. This can minimize negative implications of unrealistic expectations. It is intended to reinforce positive communications between employer and employee, if necessary.