How We Work

How We Work – 7 Step Headhunting Process

Client Briefing
We work to a specific brief from the client on all headhunting assignments. First we organise a briefing meeting, where we will discuss the company’s background, culture, structure and future plans. We will also agree the job description, the remuneration package and the ideal candidate profile. Information over and above a standard job specification is vital in order for us to sell the opportunity to high calibre candidates that do not need to move companies as they are already successful and happy.

Headhunting
I will propose a recruitment strategy that I consider to be most appropriate for the brief. For most assignments, this will involve headhunting, in which case I will compile a list of target companies and will brief one of our researchers accordingly. The researcher will investigate and assemble details on each target company’s organisation structure and the relevant individuals within them. The researcher will discreetly contact those that have been identified in order to gauge their suitability and their interest. The identification of organisations housing individuals with the relevant skill set are usually direct competitors or companies within related industries.

Advertising
In certain circumstances, I may recommend that advertising would be the most effective means of filling the position. For an advertised assignment, I will prepare draft copy for the client’s approval and will recommend the most appropriate medium in which to place the advertisement, e.g. a mass circulation Sunday newspaper or a more targeted trade magazine. I will review and screen all the applications in response to the advertisement.

Interviewing Potential Candidates
Whether we have headhunted or advertised, I will interview those candidates who appear to be a close fit to the ideal profile. I use a competency based interview technique, which is specifically prepared for each assignment. Each interview typically lasts 1½ – 2 hours, during which I will carefully assess each candidate against the key criteria that have been specified in the brief, paying particular attention to personality and cultural fit.

Candidate Shortlist
After completing the interviews, I will be in a position to compile a shortlist of those candidates who I consider to match the client’s brief most closely. I will prepare and present a comprehensive report on each of the shortlist candidates to the client.

Client Interviews With Shortlist Candidates
I will arrange for the client to meet the shortlist candidates for interviews and will communicate feedback from each party to the other.

Concluding The Assignment
I will be happy to advise the client on preparing an offer and will communicate it to the chosen candidate. I will act as an intermediary to negotiate a mutually acceptable settlement between both client and candidate. Should the client wish to take up references, I will be happy to do so at this stage. If necessary I will provide resignation and counter offer counselling in the form of pre-emptive written and verbal communication and support to the candidate, ensuring a high ratio of offer acceptance. Our job is not done until a candidate has successfully joined and contributed to your company. Within the first three months of the appointee commencing in his/her new job, I will follow up with both parties to ensure that everything is going smoothly.