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Formulation
of Search
Specifications |
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In-depth documentation of client's needs and the challenges
of the opportunity. |
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Determine
WHO are we looking for in terms of candidate's
skills, accomplishments and personal/leadership style. |
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Development
of Search Strategy |
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Prioritize if functional, industry or regional experience
is more important. |
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Set
the search parameters; determine WHERE we could
find this person. |
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Formulation
of a List of
Target Companies |
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Market research according to search parameters. |
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Confirm the existence of the companies in the desired
location. |
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Research
& Sourcing of
Candidates |
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Research into WHO is doing a similar role as the
position in the search. |
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Identify potential candidates as defined in search specification. |
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Headhunting
& Qualification
of Candidates |
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Selling the job opportunity, employer and environment. |
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Preliminary qualification of candidates. |
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In-depth
Interview
of Candidates |
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Interview prime candidates to develop an understanding
of all qualifications, personal communication skills,
and professional style. |
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User SRA Dimensional Search® process —
matching professional skills to job requirements, past
accomplishments to future projects and personal style
to corporate culture. |
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Conduct stringent reference checks with former employers,
superiors, colleagues, and informal network. |
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Psychometric
Testing
(optional) |
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Use of DISC Psychometric Analysis to determine candidates'
style and motivation to assess candidates' potential cultural
fit with client organisation. |
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Presentation
of
Candidates |
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