1. Pre – Search:

• Have a very thorough discussion with client regarding the recruitment
• Develop a deep understanding of the client’s recruitment requirements
• Prepare other related information, e.g. competitor’s information

Purpose: to have an in-depth understanding of the recruitment project with previous experience and knowledge

2. Develop a Position Specification

Before the start of the search project, a comprehensive meeting regarding the recruitment requirements would be conducted between our Consultant and the client. A complete communication ensures a full understanding of the requirements and a Position Specification will be prepared by us, which include (a) the position title, (b) reporting relationships, (c) professional background and work experience of an ideal candidate, required personal characteristics and educational levels, as well as (d) the future duties and responsibilities of the position.The Position Specification assures the client that we understand fully the position and personal characteristics of the ideal candidate to be located. The Position Specification is developed within a few days of our firm being engaged.

3. Prepare all Important Recruitment Information:

• Review our previous expertise of the same type of recruitment and make an insightful summarization of the candidates available on hand.
• Decide the direct/indirect competitors of the client or any company pool that would contain the candidates we would like to recruit for the recruitment project and make analysis of each company.

4. Identify Qualified Candidates

Our expertise is to not only use our rich talent information deposit and the broad network with talented candidates for the client, but also make proactive market research on various corporate and use a direct approach in locating individuals who match the position requirements, would fit the client organization, and have demonstrated track records of accomplishment and success.Through our full talent market coverage, we would identify some highly potential candidates to evaluate against the requirements of the position.

5. Interview Candidates to Define Candidacy

Candidates identified in the above stage are evaluated to determine their overall suitability for the position.The most promising candidates are thoroughly interviewed to obtain a realistic understanding of their accomplishments, capabilities and potential.The candidates are further evaluated to determine any limitations they would bring to the position.

In essence, we present somewhat of a professional obstacle course through which only the better-qualified individuals will pass.In this phase, we make valued judgments about the individual and his/her likely candidacy to make sure that the candidates would make a real contribution to the client organization.

6. Present Best-Qualified Candidates to Client

We present short-listed candidates within the initial 2-3 weeks for client to interview after our consultants have made in-dept and extensive search and assessments.Comprehensive Candidate Reports would be provided before the interview for the client to review and make selection.Other relevant market information is also available upon request. During the client interview, we would assist to make the selection and also in establishing the final terms of employment as requested.

7. Follow up after the Client has Conducted Interviews with the Potential Candidates

After the client has conducted interviews, we would make a very close follow-up, to make sure about the short-listed candidate’s interest level, salary expectation with a reasonable range, etc, for a better accomplishment of the recruitment project.

8. Help Client Negotiate Salary

We would help the client to negotiate salary with the candidate.With our professional knowledge and the trust already built between us and the candidate, we are able to have a strong influential ability during the salary negotiation stage to make sure that the salary is agreed within the client’s budget.

9. Conduct Reference Checks on Successful Candidates

It is our practice to speak directly with individuals who are, or have been, in positions to evaluate the candidate’s performance on the job.Confidential written references summarizing our findings from information provided by third parties will be presented on the final candidate.To protect a candidate’s confidentiality, reference checks are generally performed after the client has expressed a strong interest in a particular candidate.

During the whole process, we report search progress on a regular basis and hold meeting with the client when appropriate, to review progress on the engagement so that we would have the best understanding of the job requirements and make the best match of the position and the candidate.That is why we were very successful in recruiting the most suitable talent for the client in a short time frame.

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Know More About Our 9 Search Steps

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