About Our Recruitment Process
Job Assignment:
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01
Obtain clarity on all aspects of the role, culture, team, line manager. Agree on timeframes for submission.
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02
Consult with client on remuneration, added benefits, etc.
sourcing:
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03
Search internal and external databases, advertise online and begin the search process (social media, own network, career/search portals).
Competency based interviews:
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04
Interviews customised to the role and culture of the client and are highly detailed.
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05
Ensure that the candidate is serious about moving and for the right reasons.
Personal Integrity checks:
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06
Conduct one tailored reference at this stage.
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07
ITC checks completed through MIE.
Shortlisting:
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08
Candidates are shortlisted for presentation to client.
Recommendation:
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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:
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10
Arrange all Interviews and brief/prepare candidates.
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11
Balance of background checks and references are completed.
Feedback:
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12
Detailed feedback from both parties regarding the interview experience and manage concerns.
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13
Brief the client accordingly.
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14
Decline unsuccessful candidates.
Salary Negotiations:
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15
Facilitate salary negotiations.
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16
Ensure the client is aware of salary expectations and that salary is in line with relevant job band.
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17
Manage the candidate’s exit strategy including counter offers.
Employment Contract:
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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.
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19
Facilitate benefit induction.
Resignation:
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20
Address counter offers, negotiate notice periods, discuss induction / on boarding schedule with the candidate and assist with relocation where required.
Guarantee period:
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21
Follow-up with candidates and clients on 1st day and thereafter weekly / monthly as agreed with candidate and client.
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22
Address concerns between both parties.
Executive Search Process
Client Meeting:
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01
Establish role requirements. Identify management style and culture.
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02
Identify key stakeholders. Agree on the search process.
Draw up Job Specification and Candidate Profile Document:
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03
Based on previous meeting design both Role and Candidate specification documents and have them signed off by client.
Search Strategy:
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04
Develop an appropriate strategy and have this signed off by the client.
Identify and Qualify prospective candidates:
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05
Contact and Qualify candidates and present list to client.
Interview selected candidates:
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06
Interview and evaluate against specified criteria and where possible conduct reference checks.
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07
Define shortlist for presentation to client.
Prepare shortlisted candidate profiles:
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08
Write full candidate profile and draw up comprehensive CV.
Presentation of candidates:
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09
Present shortlisted candidates to client. Assist with client – candidate meeting.
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10
Verification of academic qualifications.
Final actions:
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11
Finalise reference / background checks. Assist with extension of offer where needed.
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12
Assist successful candidate with resignation where needed.
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13
Decline unsuccessful candidates.
On-boarding:
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14
Assist client / candidate with on-boarding if needed.
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15
Regular check-in calls with candidate for first 90 days.