Process

A few things you would appreciate

UNDERSTANDING THE REQUIREMENT

EXPLORING FOR THE RIGHT CANDIDATES

It is crucial to clearly define what to look for before initiating the selection process:

Define the desired results along with the expected time-frames expected from the new employee, strategic objectives and challenges.
Define the expected competencies and skills. As far as possible pin-pointing the personality traits and behavioural characteristics aligned to the Values & Culture of Client Organisations.

EXPLORING FOR THE RIGHT CANDIDATES

The next stage in the selection process is Market-mapping:

With the objective defined, we engages our relationships and in-house consultants to prepare a comprehensive list of potential candidates.
Each of the potential candidates is analyzed to filter the 'visibly' perfect-match for the targeted role.

CONNECTING TO THE RIGHT CANDIDATE

EXPLORING FOR THE RIGHT CANDIDATES

CONNECTING TO THE RIGHT CANDIDATE

Understanding the interests and expectations of the candidates, to identify a genuine match:

Clear objectives, valuable insights, honest inputs about the role and the Organization, is offered to the interested & suitable candidates.
They are encouraged to envision themselves in the role & culture of the Organization. This gives an idea about the fitment to the role, aspirations, behavioural & personal characteristic traits of the candidates.

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PRESENTING TO THE ORGANISATION

The best 2-3 candidates are discussed with the Clients, in detail:

The details of each of the candidates are presented to the Organisation, clearly specifying why they could be the right fit for the role.
Their contributions, track record, achievements are highlighted along with possible challenges.

INTERVIEWS AND THE SELECTION

PRESENTING TO THE ORGANISATION

Trusted facilitator to both Client and Candidate, through-out the selection process:

We ensure that the process and all the communication is smooth and fast, to the satisfaction of all the people involved.
Once selected, we work as a catalyst facilitating a successful hiring negotiation & joining.

REFERENCE CHECK

PRESENTING TO THE ORGANISATION

REFERENCE CHECK

This builds trust in selections, especially for high-responsibility roles:

With the consent of candidates, reference checks are done, as past behavior predicts future success.
Third party insights especially from supervisors/ colleagues in the current or previous roles, help to verify skills, ethics and cultural-fitment.

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OFFER & NEGOTIATION

POST HIRING FOLLOW-UP

Work as a catalyst to reach a win-win situation for both the parties:

We try to smoothen the whole process, so as to minimise last moment surprise.
We try to maintain the fine balance, which we believe is one of the key factors for a successful hire and long-term association.

POST HIRING FOLLOW-UP

Every situation can give inputs for further improvement:

The interactions do not end with a successful hire, the interactions continue to smoothen the transition for the candidate, wherever required.
Feedback are taken from the client and the candidate to further improve the next search assignment.

Process

THE PROCESS THAT WE FOLLOW TO ASSIST YOU

A few things you would appreciate

UNDERSTANDING THE REQUIREMENT

EXPLORING FOR THE RIGHT CANDIDATES

EXPLORING FOR THE RIGHT CANDIDATES

EXPLORING FOR THE RIGHT CANDIDATES

EXPLORING FOR THE RIGHT CANDIDATES

EXPLORING FOR THE RIGHT CANDIDATES

CONNECTING TO THE RIGHT CANDIDATE

EXPLORING FOR THE RIGHT CANDIDATES

CONNECTING TO THE RIGHT CANDIDATE

^

PRESENTING TO THE ORGANISATION

PRESENTING TO THE ORGANISATION

PRESENTING TO THE ORGANISATION

INTERVIEWS AND THE SELECTION

PRESENTING TO THE ORGANISATION

PRESENTING TO THE ORGANISATION

REFERENCE CHECK

PRESENTING TO THE ORGANISATION

REFERENCE CHECK

^

OFFER & NEGOTIATION

POST HIRING FOLLOW-UP

POST HIRING FOLLOW-UP

POST HIRING FOLLOW-UP

POST HIRING FOLLOW-UP

POST HIRING FOLLOW-UP