Methodology

It is imperative to stress that our methodology is customized according to the needs of each organization, and reflects the manner in which an organization perceives and values its human resources. We use a multi-dimensional. Recruitment strategy that encompasses:

>  Searching our exhaustive database
>  Systematic  Mapping the industry
>  Using our wide industry network to identify potential candidates. Our recruitment methods go far beyond traditional interviewing. We evaluate in detail the cultural fit of all candidates given our understanding of the profile of the client organization.

Our Search Process



Know the Customer - We invest time up-front to understand our customer's organization, culture, and recruitment needs. Every company has a unique value-proposition for its potential employees - and we present it to candidates. We understand details about the positions to be filled, like location, position title, compensation, responsibilities, expectations, desired background, and growth potential.

Create Position Profile - The position profile is how the position is presented to potential candidates, describing the job and the company profile. The company name is not disclosed on this profile. This advertised profile helps attract candidates to this opportunity. It also serves as a reference point for our search consultants to narrow down on candidates.

Conduct the Search - One a position specification has been approved, we start our search process to find the ideal candidate. Our internal candidate database has profiles of thousands of candidates that we constantly stay in touch with. We understand their backgrounds, key strengths, and where they are in their professional careers. We continue to expand our database based on referrals provided by existing candidates. Job boards and web-sites are also used to complement the headhunting effort.

Interview Process - Upon identification of candidates that fit the position profile, we schedule interviews. Our rigorous interviewing process analyzes and documents the candidate for their skill set, background, motivations, interpersonal skills, and future potential. A summary is created for each candidate, highlighting the key points about them. The specific opportunity is discussed with the candidate in great detail. The candidates are made knowledgeable about the position, team structure, company culture, colleague backgrounds