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Selection Methods

We have honed our successful candidate selection process over more than 20 years, enhancing it with the appropriate new technologies and digital innovations along the way, making it as relevant and effective now as it has always been. Our core methodology involves:

Briefing Meeting: Your personal consultant explores competencies and work-style preferences, as well as the business skills needed in the role. We also believe that a clear understanding of your company culture and its personalities is essential when matching the perfect candidate, which your consultant will gain through a face-to-face meeting at your offices.

Candidate Search: We harness the expertise and experience of our entire team of consultants to generate ideas for the role, and search our extensive database for possible candidates. We also activate our established networks, both online and offline, in a targeted way. If necessary, an advertising strategy is developed in which your brand or company are not named, with applicants put through a rigorous screening process.

Assessment and Selection: Following detailed competency-based and biographical interviews, a candidate’s skills are tested, including, if desired, using psychometric methods. Then, your consultant usually selects a maximum of four suitable people to present to you.

Client-candidate Interviews: Both you and the candidate are fully briefed before meeting up and the interview is carried out confidentially. Thorough feedback is then obtained from both parties, which is relayed honestly, sensitively and appropriately, while expectations and reactions are carefully managed. We then offer our support and help in the selection process.

Offer and Follow-Through: We objectively and fairly negotiate a suitable compensation package, and organise the uptake of references. But we don’t stop there. Your consultant will remain in contact with you and the candidate until the start date and beyond, to ensure a smooth transition.

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