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PROCESS SUMMARY


For our existing and future clients we like to play an important role in the recruitment process by getting involved in the following steps:


  1. Initial client meeting

    A first discussion with the client will be setup in order to define search requirements, timelines, future business objectives and mission of the role.

  2. In depth client analysis

    We begin a more thorough analysis of the hiring company, identifying key opportunities for the new role and defining a candidate profile that fits into the organizational structure and corporate culture - often this stage includes meeting with hiring managers or key executives. A market analysis will outline the competitive environment and a technical discussion will clarify technical requirements, positioning the role according to the market specificity. Following this process we will outline a document that will be a reference throughout the entire search process – the candidate specification (job description). This will contain detailed information about the role, responsibilities, the hiring client, key opportunities presented by the job, and outline career and educational requirements.

  3. The search strategy

    Identify and discuss the best recruiting strategy in order to attract most suitable candidates for the role. This stage will include a deeper analysis of the market, define the search target by selecting sector/industry, key companies, competitors and off-limit companies. The research tools that form part of the search strategy may include direct search, own database, alternative internet sources such as social or professional networks, our network and contacts and sometimes different job platforms. The most used method in our recruitment assignments is head hunting, in order to gain access to the top talent in the marketplace.

  4. The search process - finding and selecting candidates

    We will create an industry/function wide map of talent and long-list of potential candidates, activity known as ‘name generation’ or ‘talent mapping’. When have a number of high potential candidates listed (sometimes 100+), we will begin qualifying, interviewing and selecting suitable candidates that will be presented on a shortlist.

  5. Creating shortlist

    This shortlist (3 to 5 candidates) is achieved through detailed interviews that discuss the specifics of the job, and explore the candidates’ background and competencies, personality, motivation and interest in the role. The shortlisted candidates are presented one by one and the final selection will be supported by references and a summary profile.

  6. Interviews with hiring client

    After the shortlist was presented to the hiring client, we will offer support in arranging interviews with the selected candidates in a specified location (hiring client's or our office).

  7. Offer and negotiation

    After a series of interviews and consideration of external references, the client will select their preferred candidate and the process of salary and offer negotiation will commence. Often we act as a mediator in this process to ensure both parties’ needs are being met.

  8. Onboarding and integration

    Finally we will assist you with the integration (onboarding) of the successful candidate into the workplace - the degree of involvement varies depending on the agreements we made in the search process. Although the search has been successfully completed, we will continue to maintain close ties with both parties to ensure long term satisfaction.