U3 7 STAGES SEARCH PROCESS

Quality of hire dependent on the quality of the client briefing from the
outset.
Developing a comprehensive understanding of client business, future,
organizational strategy and mission, the role, ideal candidate and cultural
issues.
Identifying challenges for the search, the timetable and why the ideal
candidate should join.
SEARCH
Developing a compelling executive position profile, including outlining role,
STRATEG
remit and candidate specification.
Y
Identifying
potential target industry sectors and companies and source
CANDIDATE GENERATION
(RESEARCH)
excluding any off limit candidates or companies.
Documented in a road map acting as a point of reference to ensure speed
and quality in the search.
BRIEFIN
G
MEETING

RESEAR
CH

Intelligence gathering.
Identifying candidate sources, name generation, cross-referencing taking
up soundings and talent mapping.
Soundings will begin early for extremely confidential searches.
The most important of this process is where appropriate persuading
candidates who are heads down and happy to become interested in the
role.

SCREENIN
SHORTLIST
G
ING

Assess candidates through phone and in person interview. Competency based approach to
determine the extent to which candidates possess the specific skills required and the
candidates motivations align well with opportunity.
Submission of confidential candidates report together with candidates original CVs for
client review.
Our mantra is to have a broad set of aspects within 48 hours weeks and three qualified

CLIENT
SELECTIO
N

ON-BOARDING
SHORTLISTI
NG

ONBOARDING

Assess candidates through phone and in person interview. Competency based approach to
determine the extent to which candidates possess the specific skills required and the
candidates motivations align well with opportunity.
Submission of confidential candidates report together with candidates original CVs for
client review.

Managing the offer/accept process.

Acting as a mediator in the offer process to ensure both parties needs are met.
Protecting clients interest by advising the chosen candidate on his/her resignation any
counter offers

Finally assisting with the integration of the successful candidate into the new role
according to the clients wishes.
Continue to maintain close ties to ensure the success of the new executive.