|
|
|
|
|
|
|
|
|
|
|
|
|
Why use Search and Selection?
Recruiting key individuals should not be left to chance. We are able to find the right candidates by only targeting suitably qualified individuals.
We use discretion because many such candidates are not actively seeking alternative opportunities. We make the most of our experience and personal connections by casting a wide but precise net.
There are occasions when carefully constructed advertising in selected media is the best option. Using such a considered approach eliminates guesswork and disruption to your business and delivers only what you need. Without doubt, errors in recruitment of senior and middle management roles can be a significant cost to your bottom line.
Search and selection is not restricted to individual roles and can be just as effective when sourcing and short-listing candidates for projects that may require dedicated teams. Either way, the most important issue for us is to thoroughly understand your organisation, the job requirements and company culture.
Broadly speaking there are six processes we look at:
We place particular emphasis on company culture and personality.
We will identify and target with you, paying attention to competitors and related sectors where the particular skills and competencies exist.
We may use a direct approach using our network (search) of contacts or a carefully worded advertisement may be required (selection).
We identify those candidates most likely to meet your criteria.
Meet with potential candidates, assess their suitability and draw up a short list.
We prepare a written report on each candidate, taking up references as appropriate. Taking the “search” route can take from between six and 12 weeks. The “selection” process can be quicker and deliver a shortlist within a month.
To discuss your requirements in more detail please call John McGallan on 0115 949 6425 (click here to email) or Jonathan Heanaghan on 0115 949 6411 (click here to email). |
|
|
|
|
|
|
|
|
|
|
|
