Each assignment begins with an initial briefing from the Client during which the key parameters of the search are agreed and documented. Consultants then carry out an assignment study which usually involves visiting the Client’s offices and meeting with key executives to discuss the business environment, work culture, priorities and any other issues that may affect the position.

Having defined the key selection criteria with the Client, we continue our targeted research into companies and sectors to find those best qualified for the role. Using our proprietary database and personal contacts, we speak to sources familiar with those companies and industries to seek informal views and opinions on individuals we believe may be relevant and qualified.

On the basis of our research, we approach potential candidates on an informed basis (either via phone, Skype or face-to-face depending on the logistics). Once we determine that an individual is both qualified and interested in the role, we meet in person for further evaluation. Before presenting any candidate to the Client, a behavioural & competency-based interview is conducted.

Each candidate is assessed on his or her technical expertise, communication and management skills, professional experience, qualitative and quantitative achievements, as well as personality.

Next, we will then prepare a profile of each short listed candidate outlining essential facts about the candidates’ background and experience. These profiles will be presented to the Client for further short-listing.

Arrangements will then be made for the Client to review the profiles of the most suitable candidates, after which interviews will be arranged. After interviews are conducted, our consultants conduct thorough referencing to further measure and assess competencies, strengths and weaknesses, and to provide our Client with external views of the individual.

Consultants will meet the Client to gather their feedback on the candidates interviewed, and administer the offer when the Client makes a firm decision. Our consultants will be more than happy to participate in any negotiations as and when required, and will be on hand to break the news to unsuccessful candidates.

Consultants keep the client and candidates warm because we believe that relationships and bonds will be stronger and longer lasting. Consultants will also work with HR on the clients’ side to ensure all paperwork is intact, and both parties will be reminded of their commitments once again.

Keeping the client and candidate warm for the relationship is built base and through real communications.

Once candidates commence employment, an invoice will be issued accordingly and the client is to clear the payment within the stipulated time frame agreed upon.

Consultants follows-up with both parties to ensure payment is in order, and meets up with the client to gather feedback on candidates and seek out possible new projects in hand.

Step 1: Client Engagement & Needs Analysis

Each assignment begins with an initial briefing from the Client during which the key parameters of the search are agreed and documented. Consultants then carry out an assignment study which usually involves visiting the Client’s offices and meeting with key executives to discuss the business environment, work culture, priorities and any other issues that may affect the position.

Step 2: Research & Strategy

Having defined the key selection criteria with the Client, we continue our targeted research into companies and sectors to find those best qualified for the role. Using our proprietary database and personal contacts, we speak to sources familiar with those companies and industries to seek informal views and opinions on individuals we believe may be relevant and qualified.

Step 3: Short-listing & Preliminary Interview

On the basis of our research, we approach potential candidates on an informed basis (either via phone, Skype or face-to-face depending on the logistics). Once we determine that an individual is both qualified and interested in the role, we meet in person for further evaluation. Before presenting any candidate to the Client, a behavioural & competency-based interview is conducted.

Each candidate is assessed on his or her technical expertise, communication and management skills, professional experience, qualitative and quantitative achievements, as well as personality.

Step 4: Profile Presentation

Next, we will then prepare a profile of each short listed candidate outlining essential facts about the candidates’ background and experience. These profiles will be presented to the Client for further short-listing.

Step 5: Client Interview & Reference Checking

Arrangements will then be made for the Client to review the profiles of the most suitable candidates, after which interviews will be arranged. After interviews are conducted, our consultants conduct thorough referencing to further measure and assess competencies, strengths and weaknesses, and to provide our Client with external views of the individual.

Step 6: Wrap up Session

Consultants will meet the Client to gather their feedback on the candidates interviewed, and administer the offer when the Client makes a firm decision. Our consultants will be more than happy to participate in any negotiations as and when required, and will be on hand to break the news to unsuccessful candidates.

Step 7: Keeping Them Warm for Hire

Consultants keep the client and candidates warm because we believe that relationships and bonds will be stronger and longer lasting. Consultants will also work with HR on the clients’ side to ensure all paperwork is intact, and both parties will be reminded of their commitments once again.

Final Step: Candidate & Client Management

Once candidates commence employment, an invoice will be issued accordingly and the client is to clear the payment within the stipulated time frame agreed upon.

Consultants follows-up with both parties to ensure payment is in order, and meets up with the client to gather feedback on candidates and seek out possible new projects in hand.