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Global Executive Talent brings a systematic approach to
the search process, and works closely with the client
throughout the engagement.
Phase 1: Consulting
We interview all relevant stake holders in the client organization – the hiring manager, Board members, CXO's and where necessary, even the team members. We simultaneously study the company, its business and the industry landscape. This gives us a good sense of what the company’s standing vis a vis competition and what its potential could be. We determine what the prospective hire can do to help the company achieve this potential. This exercise helps us draw up the profile of the hire, encompassing his roles and responsibilities and skills and experience. This culminates in the job description document which spells out the USP of the company and the particular role as well as describes the person who would fit the bill.
The job description is a “marketing document” that helps us to get through, and create some interest, in (often indifferent) job seekers. This step is very critical for emerging companies that are yet to establish their name in the market.
Phase 2: Recruitment
The GET team does a detailed research of potential target companies.At this stage, we ensure we pay a lot of attention to creating a comprehensive set that often includes some not so obvious companies. We extensively use social networks to reach not just our first degree contacts but theirs and further. GET does not use job boards. After ascertaining first level interest of candidates, we share the JD, get their CV and then interview them extensively to evaluate their suitability. We also do informal reference checks at this stage. At the end of this process, we rank candidates and identify the top two or three. We then create a candidate statement to present our shortlisted candidates to the client. This document articulates why GET believes these candidates are the right ones, and carries a detailed qualitative assessment to support the CV. Right through the recruitment process, we continue to fine tune the JD based on interactions with the client. Very often, the client becomes clearer about their needs as we present our progress report on likely candidate profiles.
Phase 3: Candidate finalization
Now, we facilitate the candidates’ interviews with the client. We play a proactive role in coordinating the communication as well as ironing out any minor issues that may crop up and drive closure. In our experience, we are able to find oneor, sometimes, two mutually acceptable candidates.
Phase 4: Fitment and closure
GET helps complete formal and informal references, creates a compensation frameworkthrough a real time benchmarking exercise. We help the client arrive at a package that works mutually and then follow through with the candidate till he completes his exit formalities with his existing organization and joins the client.
Phase 5: Follow up and feedback
GET continues to stay in touch for a period of 12 months after the candidate joins our client organization to ensure that the client as well as candidate is happy. We also sort our minor on-boarding issues, if any.
GET lays a lot of emphasis on client communication and updates. From start to finish, we update the client regularly with a progress dashboard. Where required, we also do weekly calls.
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