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RECRUITING
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"People
create organizations, and people can destroy them. |
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Understanding
Our Clients' Needs |
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We
aim to visit our client’s office and hold in-depth discussions
with all the executives
who will be involved in selecting the candidate(s). Naturally, we analyse the
position in question - its purpose, its dimensions and its relationship to
other key positions - but we also seek to understand |
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| Our Method of Search | |||||||||||||
| At
key executive levels, we believe newspaper advertising to be
inappropriate and inefficient. This means of communication reaches only jobseekers who represent just a small portion of potential candidates. A company runs the real and substantial risk of (1) spending time and money without making an appointment or (2) making the mistake of appointing a person who, while reasonably competent, is not of the calibre of those who might have been available had they been searched out and approached. The method of executive search which we have developed over many years of experience throughout Europe and Russia proves these risks can be eliminated. Our outstanding track record in the field of key executive recruitment is based upon a two-part methodology: (1) we gain a thorough understanding in situ and from scratch of each client’s unique recruiting requirements, and (2) we apply a rigorous, exhaustive and systematic approach to meeting these specific requirements. |
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| Our Method of Selection | |||||||||||||
| Our
consultants carefully check the background of the successful
candidate through rigorously conducted
reference checks to ensure that his/her claims are verified and that his/her
personality has been correctly assessed. Our exhaustive consideration of all likely candidates is the reason why we can never promise a quick solution to a recruitment problem. Professional search consultancy takes time. We generally indicate, however, that a searchwill take some eight to twelve weeks for a successful appointment, although this can vary in certain cases. |
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| About Our Fee Structure | |||||||||||||
| Our
credibility would suffer if our income were wholly dependent
upon the ultimate appointment of a candidate; therefore, we adhere
strictly
to a non-contingent fee structure. |
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| “In
fact headhunting is both simple and difficult. The theory is simple:
there are good managers and
not-so-good ones. Alas, most are fairly mediocre, as managing isn’t easy. Choosing
the good ones has
nothing at all to do with 66 carefully weighted competencies: it is more a matter
of finding three.
The ability to think, the ability to act, and (most important) the ability to
get others to act. To find
such people means having good contacts and doing an awful lot of slow
and tedious checking to discover whether candidates really are good.
“ ( Financial Times, 25. November, 2007 - www. ft.com ) |
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