Formal Search Methodology

Define the brief

An extensive and accurate brief is the cornerstone of a professional search process. We donate the time and energy to really know our clients, irrespective of level or volume of business. During the initial brief, the two consultants who will manage the project discuss the role, likely profiles of potential candidates, proposed compensation package, as well as process and timetable.
Candidate briefing information is summarised in a "sales memorandum" and submitted to the client for approval. A well-documented brief maximises the chances of securing the interest and commitment of candidates to the process.

Identify targets

We work closely with the client to define which organisations are most likely to employ people with the relevant professional standards, geographic or sector focus, and cultural fit. We embrace the client’s suggestions, and express our recommendations. As we maintain a controlled client base, our off-limits list is minimal.

Approach potential candidates

Our approach to potential candidates is well researched and direct. Treating them with personal and professional courtesy nearly always results in a fruitful dialogue.
If the opportunity appeals to the candidate, we make a detailed assessment against the criteria agreed with the client, and conduct thorough interviews to gain further insight into their achievements, motivations and expectations.

Present the shortlist

Once the candidates have been approached, filtered and assessed, we present our recommendations to the client. This traditionally takes the form of a detailed formal shortlist. In certain circumstances, when time is of the essence or the candidate pool very restricted, the client may wish qualified candidates to be presented as they are identified.

Manage interviews

We remain closely involved during the client interviewing phase, maintaining constant dialogue with both parties and communicating feedback with speed, accuracy and integrity. We encourage open conversations to identify potential issues before they become problems.

Bring the deal home

The chances of successful negotiation are significantly enhanced when both parties are aware of each other’s realistic expectations. As a trusted intermediary, we can assist the decisions of clients and candidates based on sound advice.

Wherever a market is in the inevitable bull/bear cycle, organisations work hard to retain their best talent. When a candidate has accepted an offer, we help them to prepare for the often traumatic resignation process. It is usually helpful at this stage to remind candidates of the elements that initially attracted them to the process.
We conduct on-going informal quality control and formal debriefing on completion. We believe that a professional process reflects well on the client, and that everyone connected to an assignment should leave with a positive impression of the experience.