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The Search Technique
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1
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The Brief
A thorough brief is essential to ensure that the role is correctly portrayed to potential candidates.
Incorrect portrayal of the role and its potential can make the difference between the best and the second best.
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2
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Agree the Strategy
We encourage as broad an approach as possible, thinking outside the box and beyond the obvious,
whilst never losing sight of product or client specific requirements.
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3
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Candidate Identification
We view each assignment as a fresh start and expect to add to our existing data all the time. Though
we do operate a significant database, we do not rely on it to fill the position. The market changes very
quickly and needs to be thoroughly researched for each role.
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4
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Approaching and Interviewing
The initial approach must capture the persons' interest and we are open and honest, retaining our
clients' anonymity. We will outline the role, the nature of our clients' business and strategy,
and our reasons behind our approach to that particular person. We aim to conduct a thorough interview
to establish the relevance of product/technical skills as well as the personality fit, career aims,
strengths and weaknesses of each candidate.
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5
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Presentation of Candidates
We react to client's needs and present a structured shortlist with candidate appraisals at an agreed
stage if required. More often than not, our clients prefer candidates to be presented as and when they
are identified in order to speed up the process. All candidates will be presented via a concise CV and
any other information that is relevant.
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6
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Feedback and Notification
We are always closely involved with the process, assisting the arrangement of interviews and facilitating
negotiations between the parties. It is essential to keep the candidates fully appraised and informed at
all stages of the process – the clients' reputation for hiring can be significantly enhanced if the process
is handled efficiently and professionally.
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7
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The Close
We believe a role is not filled until the offer paperwork has been signed and the candidate has commenced
their employment with our client. The risk of problems arising can be minimized by our staying close to the
candidates and helping them prepare for the resignation which can often be an "emotional rollercoaster",
regardless of the candidates' relative seniority.
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