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Discussions take place with clients about the nature of their businesses, the context of the appointment, and the terms needed to attract the best candidates. Agreement is then reached on an assignment brief which establishes a mutual understanding of the purpose of the work.
Assembling a field of candidates
Clients are advised on the most effective approach for each specific assignment. For executive search an established network of experienced researchers is marshaled to assist in identifying candidates. For selection and advertising, a graphics specialist is engaged. An extensive database of high calibre candidates is maintained and accessed as appropriate.
Assessment and selling the opportunity
Candidates are interviewed to assess how well they match the needs of the job and to make sure they appreciate the nature of the opportunity. A short-list of candidates is presented by the consultant. The client’s assessment and the consultant’s judgment can be supplemented, if requested, with psychometric testing. The academic and professional qualifications of each short-listed candidate are also checked.
Appointment and follow-up
Clients are supported by the consultant joining in the final interviews to compare the candidate’s performance with earlier impressions, by negotiating the terms of the appointment, and by taking up personal references as a final check. Six months after the appointment, contact is made with both the clients and the appointee to review its success.
