Process that you are gonna Love

UNDERSTANDING THE HIRING CONTEXT

Engagement with the Highest Decision-Makers and understanding the context of the Requirement and obtaining Clarity on the Requirement and obtaining a sign-off based on “What is Feasible”, thus setting the priorities which would shape the Search Process. What is also factored into the process here, is the Organization Culture, Geography, Business Environment and many other determinants unique to different organizations..

TALENT RESEARCH AND MAPPING

A logical next to the above. Conduct Candidate Research across Targeted Organizations and engaging Multiple Channels, both Formal and Informal, Online and Offline, apart from engaging personal network cultivated over the years.

CANDIDATE ENGAGEMENT AND EVALUATION

Leaders of today and tomorrow would have been already met by us sometime or the other, through our existence! Story-boarding the Opportunity is extremely while we interact with Leadership Talent at an Executive Level! Drawing up a Long-list of potential candidates through the above step and engaging with them through competency based Assessments and structured discussions through multiple modes of contact based on the relevance of the candidate(s) for the given position.

RECOMMENDING THE SHORTLISTED PANEL OF CANDIDATES

A detailed Note detailing the rationale behind each recommended candidate is then prepared to be shared with the team at the Client Organization. Sufficient data based on the selection criteria is shared with our insights arising out of our knowledge of the candidate’s experience, career moves, Salary, Industry and the perceived relevance to the position in question.

CLIENT ENGAGEMENT AND INTERVIEWS

Engage effectively with the Client and the shortlisted candidates, to Manage Interview Schedule and related Logistics. Being Senior Level Hiring Engagement, we would envisage Multiple Rounds of Discussions by Leadership teams across different Time-Zones running into several weeks.

ENGAGEMENT GOVERNANCEs

A High visibility engagement needs to be supported by Effective Governance Mechanisms with Timely Reporting to all Stakeholders in the Hiring Process spread across the Client Team and Candidates, encompassing all elements of Risk & Compliance to make the Hiring Process more predictable and minimize (or eliminate) last-minute surprises.

POST JOINING ENGAGEMENT WITH CLIENT AND CANDIDATE

Considering the changing Business Environment and Changes, Hand-Holding is done by us through the first 6 months of the tenure to ensure smooth transition into the role and settling into the new organization.

CLOSURE AND FOLLOW-UP

Support Client inputs through Credible Reference Checks by referees provided by the candidate as well as through independent sources. Also, advise the Client on a Compensation Package resulting in a “Win-Win” relationship leading towards a closure on the position. Work towards the Initial “Feel Good” Relationship between the Client and the Selected Candidate. Engage with Multiple Stakeholders on issues pertaining to relocation, Onboarding leading to the Closure on the assignment. Advise the Client on Additional potential candidates in the rare event of the Selected candidate not being able to join for whatever reason. This would be done as part of the selection process.

Endless Potential & Possibilities

We have excellent opputunities to talk & move forward.