About Our Recruitment Process

Job Assignment:

  • 01

    Obtain clarity on all aspects of the role, culture, team, line manager. Agree on timeframes for submission.

  • 02

    Consult with client on remuneration, added benefits, etc.

sourcing:

  • 03

    Search internal and external databases, advertise online and begin the search process (social media, own network, career/search portals).

Competency based interviews:

  • 04

    Interviews customised to the role and culture of the client and are highly detailed.

  • 05

    Ensure that the candidate is serious about moving and for the right reasons.

Personal Integrity checks:

  • 06

    Conduct one tailored reference at this stage.

  • 07

    ITC checks completed through MIE.

Shortlisting:

  • 08

    Candidates are shortlisted for presentation to client.

Recommendation:

  • 09

    CV’s are prepared in an easy to understand format along with a summary that motivates the candidate, potential value add, notice, salary required, EE status and interview availability.

Management of Interviews:

  • 10

    Arrange all Interviews and brief/prepare candidates.

  • 11

    Balance of background checks and references are completed.

Feedback:

  • 12

    Detailed feedback from both parties regarding the interview experience and manage concerns.

  • 13

    Brief the client accordingly.

  • 14

    Decline unsuccessful candidates.

Salary Negotiations:

  • 15

    Facilitate salary negotiations.

  • 16

    Ensure the client is aware of salary expectations and that salary is in line with relevant job band.

  • 17

    Manage the candidate’s exit strategy including counter offers.

Employment Contract:

  • 18

    Facilitate the signing of employment contracts, ensuring all details are correct, that all is explained to the candidate and that the offer is signed and returned to the client timeously.

  • 19

    Facilitate benefit induction.

Resignation:

  • 20

    Address counter offers, negotiate notice periods, discuss induction / on boarding schedule with the candidate and assist with relocation where required.

Guarantee period:

  • 21

    Follow-up with candidates and clients on 1st day and thereafter weekly / monthly as agreed with candidate and client.

  • 22

    Address concerns between both parties.

Executive Search Process

Client Meeting:

  • 01

    Establish role requirements. Identify management style and culture.

  • 02

    Identify key stakeholders. Agree on the search process.

Draw up Job Specification and Candidate Profile Document:

  • 03

    Based on previous meeting design both Role and Candidate specification documents and have them signed off by client.

Search Strategy:

  • 04

    Develop an appropriate strategy and have this signed off by the client.

Identify and Qualify prospective candidates:

  • 05

    Contact and Qualify candidates and present list to client.

Interview selected candidates:

  • 06

    Interview and evaluate against specified criteria and where possible conduct reference checks.

  • 07

    Define shortlist for presentation to client.

Prepare shortlisted candidate profiles:

  • 08

    Write full candidate profile and draw up comprehensive CV.

Presentation of candidates:

  • 09

    Present shortlisted candidates to client. Assist with client – candidate meeting.

  • 10

    Verification of academic qualifications.

Final actions:

  • 11

    Finalise reference / background checks. Assist with extension of offer where needed.

  • 12

    Assist successful candidate with resignation where needed.

  • 13

    Decline unsuccessful candidates.

On-boarding:

  • 14

    Assist client / candidate with on-boarding if needed.

  • 15

    Regular check-in calls with candidate for first 90 days.