We understand that no two organisations are the same and as such we believe in tailoring each search process to fit the needs of your organisation’s ambitions. We will spend time with you to fully understand your values, culture as well as priorities and desires for the appointment, whether it be a Director of Communications or a Chief Executive.
Managing expectations, conveying motivations and ambitions and maintaining momentum are vital components to a successful search. Our dedication, experience and close attention to detail ensure that we are able to progress the preferred candidate through to offer acceptance and resignation.
We understand that no two organisations are the same and as such we believe in tailoring each search process to fit the needs of your organisation’s ambitions. We will spend time with you to fully understand your values, culture as well as priorities and desires for the appointment, whether it be a Director of Communications or a Chief Executive.
• Identification of and Research into Target Organisations
• Identification of Sources and Existing Candidates from In-house Database
• Place Advertisements and Creation of Microsite
• Identification of Key Professionals at Target Organisations
• Research into Potential Candidates
• Screen Potential Candidates
• Screening Assessment and Further Research into Possible Candidates
• Interview Potential Candidates
• Shortlisted Candidate Profiles Presented (5-9 candidates)
• First Client -Shortlist Candidate Interviews
• Subsequent Client-Shortlist Candidate Interviews
• Debriefing of Client and Candidate after Each Meeting
• Negotiations between Client and Preferred Candidate
• References Taken on the Preferred Candidate
• Offer Letter Sent to Preferred Candidate
• Debriefing of Client and Candidate after Offer Negotiation
• Offer Accepted by Preferred Candidate
• Contact Maintained with Other Shortlist Candidates as a Precaution
• Successful Candidate Formally Resigns from Current Employment
• Contact Maintained with Successful Candidate during Notice Period.
Each potential candidate identified is screened to assess their suitability and interest in the role. Once we are satisfied that a potential candidate is suitable for further investigation we invite them for interview where we assess their expertise, experience and personality against the specific criteria on the person specification.
Candidates successful at interview will then be presented to you with full career and personal profiles. We also gain a verbal reference at this stage and this will be presented as part of each candidate pack. We will also conduct psychometric testing if necessary.
As partners in the recruitment process we are very much involved in the latter stages of the sequence, ensuring that the preferred candidate is fully engaged and communication between all parties is free flowing.
For the preferred candidate, the resignation process can be a very stressful and unnerving time. We play a key role in assisting them through this period. For example, writing the resignation letter, maintaining dialogue with them during the day of resignation and also alerting them to possible reactions by their employer and how to deal with these positively and effectively.
Feed
If you would like to get in touch with us, please fill in the details below and we will contact you shortly. If you’d like to make a speculative application, feel free to upload your CV below for addition to our database. Alternatively you can find us at: The Right Ethos, Dover Street, Canterbury, Kent, CT1 | 01227 639768 | jonathan@therightethos.co.uk