Talent Search – Specific Roles:

Research provides a fresh approach to headhunting generating strong long/short-lists and talent intelligence in a time efficient and cost effective manner.

  • Sourcing high calibre talent for an immediate need, often with niche skillsets for hard to fill roles
  • Meticulously map the market, leaving no stone unturned when searching for the right candidate
  • Added-value market intelligence
  • No placement fees. A day-rate fee structure whereby you only pay for the time spent on an assignment
  • Able to hire multiple people for no additional cost
  • Rapid turnaround, CVs can be presented as early as week one into the search

Offer 3 Options within Talent Search  

Full Search

From initial identification through to engagement, setting up interviews and offer negotiation.

 

Identification only

Build a map of the talent in the market for your internal team to utilise the information and approach directly.  This will include any bio info and contact details available in the public domain.  This will reduce cost and time. 

Approach only

You may know who you want to approach and require an external person to make contact due to sensitivity.  Or you may simply not have the time to contact a long-list of individuals.

Core Search Process   

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Stage 1: Briefing – define search requirements:
  • Detailed briefing that will cover defining the role and person specification.
  • Explore and understand why the role is attractive.
  • Discuss target organisations and markets to be researched.
  • Time and costs agreed in advance.
Stage 2: Target list of companies:
  • Compile a target list of potential companies – direct competitors, associated business sectors, by product, or by geography.  Agree any off-limits companies.
  • Approval of target companies by client.
Stage 3: Talent Identification:
  • Identify potential candidates within the target Organisations including active and passive candidates.
  • Report provided for approval. This will include names, job titles and any biographical info available in the public domain.
Stage 4: Candidate Engagement:
  • Confidentially approach the approved “long list” candidates to engage them with the opportunity.
  • Your company, brand and the opportunity will be proactively marketed.
  • Client identity can also be protected at this stage if necessary.
  • Establish their suitability as well as their level of interest.
Stage 5: Deliver:
  • CVs of candidates who express an interest will be submitted with notes that cover their overall career background, motivations and salary.
  • CVs can be presented as early as week one into the search.
  • Interviews scheduled.
  • Candidate feedback.
  • Offer management.

Organisation Mapping/Market Intelligence Gathering:

Competitor intelligence – to gain an understanding of a functional structure, key employees and reporting lines. Often asked to provide organograms showing structures.

Create a real time picture of the external market for you to make better informed decisions.

Designed to assist companies to decide whether they actually need to “go to market” or whether they should appoint from their internal resources.

This does not involve any candidate engagement.