Recruitment

I. Comprehensive up-front work - to obtain a solid understanding of an ideal candidate with specific recruitment requirements as well as corporate culture, business climate and other insightful information. This process will result in a shared understanding of the critical components for the sourcing and assessment of desirable candidates. A proposal letter to our clients outlining our understanding and search strategy, and timelines will follow.

II. Sourcing – to identify the best available candidates, we conduct a full search covering all potential sources to locate qualified individuals, supported by dedicated research. Our typical sourcing methods include direct recruiting, comprehensive database, networking and if so desired, career posting or advertising via internet and associations.

III. Assessing – to differentiate competencies, after identifying potential candidates, we conduct preliminary telephone and/or video interviews to determine whether to arrange subsequent personal interviews. For pre-screened candidates, face-to-face meetings take place to conduct in-depth behavioural interviewing with the opportunity for further discussions to ensure their genuine interest, corporate cultural compatibility and targeted capabilities.

IV. Short list review – through ongoing communication with our client company, we present a short list of qualified candidates, which consists of each candidate’s resume and a written summary and overview of their career/background. Preliminary reference checks will be ongoing when applicable.

V. Reference checking - extensive written reference checks are provided for the finalists, with sensitivity to legal defensibility.

VI. Follow-up – to monitor progress and integration of the new hire, we follow up with our clients and selected candidates to ensure their successful adaptation into the new role.