Our recruitment strategy is to apply one, or both Advertised Recruitment and Executive Search methodologies, for each assignment. Increasingly, targeted search for not only executives but also managers and professionals, is relied upon to source candidates not otherwise “on the market” and there-by increase the “candidate pool” from which to select. Our focus is finding the “best available” candidate; not the “most obvious” (advertisement respondents). To enable clients a better control of budgeting, we negotiate a fixed fee recruitment cost for each assignment.

We do whatever it takes

An organisation which is capable of adjustment, development and growth within its dynamic marketplace requires an integrated approach to recruitment and selection.

Advertised Recruitment on the appropriate internet site and/or in press media, represents the conventional approach for attracting candidates.  It tends to only attract a proportion of the potential “candidate pool.”

Our experience over recent years is proving that many other talented, potential candidates are not only “heads down, tails up” but anticipate job opportunities to “find them.” This applies equally in service and industrial sectors. The trend is for organisations to “do more with less”: hence it is incumbent on them to be more strategic in their sourcing and selection processes.

We advocate that Executive Search or a modified search campaign, is managed in parallel with advertising in order to maximise a client’s “catchment” of suitably talented candidates: i.e. those who are active, passive and inactive.

Reliance on research to identify potential candidates in targeted organisations, utilising referrals by industry connections, “canvassing” related representative association members, etc. are a few valuable techniques. Integral to our success is the ability to interact with a broad cross-section of organisations within a client’s local, national and even international spheres of influence.

Occupational Groups

We have developed specific skills and experience in recruiting for:

  • Executive and Non-executive Directors
  • General and Operations Management
  • Engineering, Technical and Manufacturing
  • Logistics, Transport and Supply Chain
  • Sales, Marketing and Business Development
  • Accounting, Risk Management and Investment Services
  • Research, Policy/Program/Project Management

Testing for Selection

Testing is recommended as part of the selection process to minimise decision-making risk.

This incorporates:

  • Identifying the “best-fit” for the role and organistaion
  • Reducing bias where an internal candidate is involved
  • Identifying “gaps” (requiring L&D)
  • Indicating “leadership potential”

Recruitment & Selection Framework