Situation Analysis & Position Requirement
We begin the search process with a briefing meeting, investigating organisational structure, corporate culture and expectations for the position. The objective of this briefing session is to comprehend the internal and external environments of our clients’ organization in order to understand their capabilities, customers, working and business environment. We interview our clients to fully understand their expectations and the demands of the position, highlighting specific areas of opportunity for the prospective new hire, as well understanding the cultural requirements candidates will experience.
From the initial meeting we will also create a candidate briefing document that will comprehensively detail the company profile in terms of organisational history, culture and current challenges, the job description will include key responsibilities, direct and indirect reporting lines and level of authority. Finally, the focus is on the requirement in terms of experience, personal values and cultural fundamentals. From this information we will create a competency requirement document that is agreed with our clients’. From the competency set, we design the questions relevant to the position and use these to assist us in finding the ‘how’ in the candidates’ performance.
Talent Identification & Direct Approch
Our Researchers are comprehensively briefed by the Consultant and commence activity on identifying a long-list of potential targets for the role. Our register will consist of individuals from our professional networks and relationships; these have been cultivated over many years in the industry. Once a target list of candidates has been created, the consultant will initiate the first contact phase of the recruiting process. We respectively open discussion with the potential candidate and convey the unique opportunity and gauge the candidate’s openness to career opportunities. We provide a comprehensive reporting to our clients’ throughout the identification phase, which provides valuable insights in to the market dynamics and candidates reaction to opportunities.
Candidate Screening & Face to Face Assessment
Post the initial contact with potential candidates, the Consultant will make direct contact with the selected candidates’ and deliver a comprehensive briefing on the opportunity, both in terms of the role and our client as an employer of choice. We will share our clients’ preferred messages in a consistent and professional manner. At the same time we will also guard any confidential information – something we always take great care about.
This telephone screening process will establish if the candidates’ has the desired skill set to deliver against the role and the aspirations to meet our client’s vision.
From the screening process we select the most appropriate candidates to move forward to face to face interviews. In this meeting we will gather evidence of their track record and any significant achievements; making sure that candidates are stable and have the right knowledge. We will also examine very closely their personal motivation and try to build a good picture of their style and likely behaviours. We will ask questions (using the Lominger framework) that are key and relevant to the role and look at the personal factors and the candidate’s ambitions and motivations, as well as their package and total earnings.
For all candidates moving to client interview we will provide comprehensive candidate summary reports, detailing our findings and suggest areas that will require further probing.
We work directly with the client to arrange all interviews and coordinate logistics, including travel and hotel arrangements if necessary. Post candidate interview, we circle back to the client, providing feedback from the candidate concerning post-interview thoughts and impressions.
Upon reaching the final interview stage, Farquharson Grant & Partners will compile references for the chosen candidates.
Offer Process & Placement
At the point where a hiring decision has been made we discuss with the client how to best structure an offer that will be compelling to the primary candidate. Realising there are many facets to making a career change, we work with the candidate to communicate each aspect critical to understanding the offer including compensation, benefits and if necessary relocation.
We also assist the newly hired candidate through their resignation process, help them prepare for counter-offer issues and facilitate their seamless integration into their new organisation. Throughout the final offer and acceptance phase, we maintain regular contact with both the client and the candidate to ensure that any issues are addressed promptly and resolved quickly.