Assignment Phases

Business consulting
The assignment process is logically split into several stages from consultation to successful placement. Critical to success is ongoing communication at the appropriate levels of seniority and decision making.

Consultation
The success of an assignment is very much dependent on having an informative discussion with the client at the outset ideally face to face. It is important that we gain a full understanding of the client background and history, business offering, culture and vacancy background.  We take a very detailed brief including a thorough understanding of the role and person specification including key competencies in detail. From this consultation we develop the agreed assignment brief document for retained assignments. The consultant that you meet will be project managing the complete process.

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Candidate and Talent Sourcing
For search assignments we undertake rigorous research into the appropriate market sector, identify appropriate target organisations and then identify suitable potential talent in accordance with the brief. Our Research Manager supervises this part of the process under the guidance of the consultant and will make the initial approach, discreetly, to the individual to assess suitability and interest in the role.For advertised assignments we draft advertising copy based on the brief and utilise appropriate generalist and /or specific industry specific print and online media channels in the relevant regional, national, international media to attract suitable applicants.

For database assignments we interrogate our extensive in house database, established over a number of years.  We have also invested in access to a number of external databases.  We identify and contact candidates to assess suitability and interest.

For all assignments we also utilise online networking and social media channels to source suitable candidates as well calling upon the extensive personal business networks of our consultants which have been established over thirty years.

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Assessment and Initial Interviews
Suitable candidates are then formally interviewed by the consultant face to face, by video conference or telephone as appropriate depending on location and availability. This happens after initial email exchanges and telephone calls to clarify questions on both sides.

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Long and Short Listing
We usually provide clients with a long list of candidates a within a four week period and aim to shortlist and present three to six relevant candidates between four and six weeks following the initial briefing. We provide the client with a shortlist of candidates including original, not standardised or amended CV’s, together with interview notes and appraisal including key strengths and any development needs against agreed key competencies for each candidate.

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Client Interviews
We will assist the client in arranging the interviewing schedule, ensuring that candidates are fully prepared and briefed. Following the interview we would obtain and provide feedback for all parties and ensure that the interest of the candidates is maintained.At this stage psychometric tests can be arranged, if required, either by the consultant or with the assistance of our Occupational Psychologist for more comprehensive tests.

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Offer Management
This is a most important stage and we usually act as an intermediary between client and candidate to facilitate and enable the smooth presentation and acceptance of the offer. We can assist with the negotiation of the package, conditions and other details as required. We are experienced in negotiating on behalf of clients for international roles taking account of different currencies, tax regimes, visa and other employment related issues.

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Post Acceptance
Throughout the duration of the candidate’s period of notice we maintain occasional and unobtrusive contact. We often provide guidance and advice to the candidate to help manage their transition period from one organisation, and even country, to another.

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Due Diligence
We recommend clients obtain written or telephone references from candidates’ previous employers and check qualifications and memberships. However, on request, we can undertake this on clients’ behalf and report back either verbally or in writing. Alternatively, we can organise for an independent third party to undertake this.

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Ongoing Relationships
We maintain a close relationship with our clients and candidates to ensure their objectives have been met and to provide ongoing support and advice throughout careers. This is reflected in the high level of repeat business that we receive from our clients often over a number of years.