Every candidate is different – and every client has different needs. So, although we always tailor our approach accordingly, we thought you’d like an insight into how we work.
1. In the beginning
We start with the client to understand the role, the business and its culture. Are expectations realistic? How do they compare against the competition? How can we make this opportunity stand out? These are just some of the questions we answer before we create our search strategy. Getting the foundations right at this early stage helps us get to the right talent quicker.
2. The search
Our first port of call is our ever-growing network of headhunted candidates. We complement this by curating and attending industry events. By using innovative search tools and methods, we are able to discover the best people in the market.
3. The next steps
Our clients are busy, so we free up their time by conducting the first stage using their questions. This is where we understand our candidates’ motivations and assess if it’s a good cultural match. We provide a search report highlighting the work we have done including the reasons that candidates may not have wanted to progress.
It’s vital to find out how your brand is perceived.
4. One foot in the door
We organise the interviews and assist both parties in their preparation. This helps each side highlight their best attributes to impress face to face. After the interview, we collate and relay detailed feedback so any concerns can be addressed.
This ensures the best chance of success.
5. Offer on the table
After the final interview, the client should be in a position to make an offer to their preferred candidate. Now it’s time to make it official. We manage negotiations from both sides to make sure everyone is happy.
For us, this is not the end of the process.
6. Notice Period Nightmares?
We don’t just help candidates secure a job and wish them well. We’re here for every stage of the process, which often means handling a counter offer. Our experience will help candidates with their resignation and notice negotiation to make sure they leave on amicable terms.
Now it’s time for us to say congratulations and treat you to lunch!
7. Start as you mean to go on
Starting a new job can be daunting. That’s why we have regular check-ins over the first few months. We want to make sure that this was the right decision for both sides.