What Do You Actually Do Differently in a Search Process?

It is essentially best practice headhunting. It begins with a full briefing session involving all the stakeholders where we define and agree on the parameters of the search and the process. We cover the full role profile, we define and identify the functional and the behavioural competencies and put together a scenario-based competency assessment questions to qualify the candidates against.

We decide on the geography, the target companies, any off-limits. We decide the timeline, the process, and your employee value proposition. We put together a candidate briefing document.

Once we’re clear on the scope of the search, we essentially cast a net over the entire talent pool and identify every candidate across that geographical location or those target companies who looks to have the right skill sets and meet the criteria.

We then systematically and professionally approach every single candidate using multiple methods including direct but professional headhunting to gain as much interest in the opportunity as possible.

The whole process is transparent. Every week / fortnight we share with you our progress, a spreadsheet showing every candidate: what they’ve said, if they’re interested. If they’re not interested, why they’re not interested. We gather management information, salary information, perception information, bonus, benefits.

If we’re faced with a challenge, we work with you to re-steer the search. Ultimately a long list of candidates emerges who’ve been assessed against the brief, both functionally and behaviourally, and are interested in the opportunity. QIA: qualified, interested, and assessed candidates.

From this long list, we jointly agree a short list of between three and five for you to interview. At the end of the process, you will be confident about you are making your hire from the best of the talent available to you at this time.