Our selection process is based on a structured and systematic approach, which is proactive, detailed and target oriented. This process begins with understanding the client’s needs and goes all the way to post recruitment follow-up with both client and candidate. The key principle of our search methodology focus on
Understanding the client organization with regard to existing business activities, organization structure, culture and future growth plans.
Mapping position specific competencies including job title, deliverables, principal accountabilities and other relevant details.
Developing a Sourcing Strategy that draws up a target list of appropriate industries and/or companies from which to recruit and utilizing our network, along with our database to develop a list of most promising candidates within these companies. This is presented to the client as a comprehensive list of people we intend to approach.
Establishing Contact once we have determined a mutual interest in pursuing specific candidates. Candidates are contacted and apprised of the opportunity for eliciting their interest in the position.
Evaluating candidates with the aim of determining a profile match with the job, their career aspirations and suitability in the context and culture of client organisation. In addition to personal interviews, we selectively use psychometric assessment tools such as Thomas Profiling & SHL Testing.
Detailed Reference Checks on candidate(s) who have been selected for hire, before the offer is formally extended. If required, we could also help conduct a background check on these candidates, through appropriate agencies.
Negotiations for the final candidate’s compensation requirements and if required, assist in completing the hiring arrangements.
Post joining follow- ups with the client and candidate ensuring smooth transition.
It is human resources function in the sense that you deal with people and that is the biggest challenge making the entire business very unpredictable in comparison to a product a sales function handles. The variety of people you meet is unimaginable. You earn a lot of personal satisfaction by seeing the difference you make-difference to your candidate’s career and difference to the future of your client organization. Sometimes consultants with their experience and knowledge suggest alternative career options to candidates as they have wider access to the market. While on the other hand the client’s also look upon you as their partner in building a strong organization with the right people! So the self worth and self satisfaction in this career could be really very fulfilling.
There could be two different roles in this career. If meeting different people appeals to you and you are highly creative but you don’t want a target driven role, focusing on candidate sourcing and management i.e. a researcher’s role might be a good option. If you enjoy client interface role you should join as a consultant. The consultative approach allows you to act more like a business partner. Most of the professional recruiters operate through domain specialization teams’ e.g. – Consumer, Engineering, Financial Services and Technology Practice etc. The growth opportunities are ample. Ambitious & successful consultants get opportunity as profit – center heads of these different industry practice areas or to explore new markets or even move into other diversified business areas, if any, of the group.
Key competencies required for a successful career which include: Competitive, Self Motivated, Relationship Management, Creative Thinking, Savvy Investigator, Commercial Acumen, Persistence, Time & Project Management |
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