Phase 1 - Initialise the Search

Step 1: Develop client message
Interactive dialogue pertaining to market position, competitive landscape, organisational structure, corporate culture and value proposition.

Step 2: Define search requirements
Full needs analysis resulting in written search assignment (position requirements, roles & responsibilities, benefits and compensation).

Step 3: Brief the firm
Each member of your search team is oriented to the agreed upon objectives of the search project.

Step 4: Create search strategy
Compile a targeted list of sources most likely to identify appropriate candidates. These sources include networking with industry contacts, executive level contacts, database and original sourcing calls.

Phase 2 - Implement the search

Step 1: Identify potential candidates
Search team takes client message to market by contacting targeted source list.

Step 2: Interview and qualify prospects
Assess credentials, motivations, and career objectives and qualify achievements based upon client requirements.

Step 3: References
In-depth verification of work history, character reference with a number of different contacts including supervisors, peers, customers and direct reports.

Phase 3 - Candidate Selection

Step 1: Candidate Presentation
Verbal presentation of shortlist of qualified candidates.

Step 2: Client/Candidate Interviews
Coordinate and manage logistics of interview process. Pre and Post interview briefings with candidates and clients are conducted.

Step 3: Select final candidates
Interactive consultation with client to narrow shortlist of finalists.

Step 4: Pre-offer preparation
Re-confirm compensation criteria, revisit counteroffer and start date availability. Confirm commitment to opportunity to ensure extended offer will result in acceptance.

Phase 4 - Extension and closure of offer

Step 1: Offer presentation
Present components of offer inclusive of compensation (bonus, commission structure, stock, title, reporting structure, and start-date).

Step 2: Negotiation
Keeping client's and candidate's best interest in mind, securing final agreement of terms.

Step 3: Formal acceptance of offer
Obtain signed offer letter. Manage candidate resignation process including written and verbal notice, counteroffer avoidance, etc..

Step 4: Follow-up
Track progress of resignation through successful integration within new corporate environment.

To contact one of our consultants, call us on 1300 303 497 or upload a vacancy today.