Search & Selection

Before fees are discussed, a virtual or face to face meeting (face to face is preferred) will be organised. This is required to fully understand the reasons for the hire, the key skills required for the position and the agreed hiring process including points of contact at the company.

The likelihood is this role will be unique within the business. A job brief will be required to cover all elements of the role including education, skill preference, job expectations, previous career history, future career path and reporting structure. Soft skills should also be discussed such as people and interpersonal skills to match the company set up. In addition, we will request key questions from the client that we will ask to all interested parties.

This process probably won’t produce instant results, so expectations will need to be set and agreed in writing with follow up meetings planned to maintain open lines of communication. Invoices are normally submitted at 3 stages based on a set percentage calculated on the basic salary only or a fixed fee.
• Project Commencement
• First interview stage
• Completion of the project (new employee starts)

• Professional Network – Whilst we will have an extensive network of professional relationships, we will need guidance from the client and quite often this is focussed on other companies who are deemed key competitors and people they have heard of in the market.
• Database of Contacts – Targeting high-level job seekers we have worked with before will open new opportunities to speak to candidates who are passive applicants (not actively looking but open to an informal conversation).
• Media Sources – These roles tend not to be advertised externally but we can still use media sources to expand our search criteria.

Once a pool of candidates has been identified, we would reach out and explain the job opportunity, expectations of the position and identify which applicants match or who are close to the criteria. The client’s identity would remain confidential at this point.
Suitable applicants would be progressed to a virtual meeting where the position and company is discussed in more detail and a skill set profile is written and submitted to the client for consideration. We would also request interested applicants create a CV or personal skill set summary to ensure all information is accurate.

• 1st stage

Candidates shortlisted by the client will be invited for a meeting with the hiring manager or key contact, this can quite often take place virtually to ensure all parties are satisfied that a potential match has been identified and will tend to be informal.

• 2nd stage

A follow up meeting will be held, normally on client site and possibly out of office hours, to discuss in detail an applicant’s skill set, career history and suitability. Possible presentations or personality profiles may also be required at this stage.

• Final stage

If required, this will be conducted on site and will discuss remuneration, notice periods and hiring time scales.

Once the successful person has been identified and they have been offered and have accepted the position, we will maintain open lines of communication to all parties to ensure paperwork is completed including offer letter, contract of employment, notice period confirmation and ID documentation and that any further meetings are conducted to help manage expectations.

We will stay in touch with the new hire for the first month to ensure a smooth transition into their new role.