Recruitment Services
Executive Search (Head Hunting)
When the job is so senior or so rarefied that advertising is inappropriate, and if the specification is so tight that few will meet it, or if confidentiality is an over-riding requirement, executive search must apply.
Identifying exactly the right candidate is like finding a specific piece of an intricate jigsaw: it's easier to recognise the characteristics once you have made up the whole. So, gathering the brief is crucial - seeing the job in the context of immediate corporate needs, future plans and the personal chemistry of reporting relationships and peer group.
Recruitment by Advertising
However well paid the position, as long as the candidate specification is broad enough and the salary appropriate, only the right advertisement will attract suitable candidates.
If Search techniques are applied when the specification is very broad, it often means never-ending, self-defeating research and a confusing plethora of `possibles'. Under such circumstances, our recommendation is a well-written advertisement in the appropriate media, a thorough paper screening, an interview programme assessing all possible candidates (not just the obvious half-dozen to whom time usually restricts the in-house recruiter), a detailed shortlist and a prompt offer.
Recruitment from our Databank
We also have a Data Bank of accountants, engineers, personnel managers, bank officers, marketing and sales personnel, IT people, office automation people, FMCG company personnel, service sector employees, among others, to cater to your immediate needs.
When the job is so senior or so rarefied that advertising is inappropriate, and if the specification is so tight that few will meet it, or if confidentiality is an over-riding requirement, executive search must apply.
Identifying exactly the right candidate is like finding a specific piece of an intricate jigsaw: it's easier to recognise the characteristics once you have made up the whole. So, gathering the brief is crucial - seeing the job in the context of immediate corporate needs, future plans and the personal chemistry of reporting relationships and peer group.
Recruitment by Advertising
However well paid the position, as long as the candidate specification is broad enough and the salary appropriate, only the right advertisement will attract suitable candidates.
If Search techniques are applied when the specification is very broad, it often means never-ending, self-defeating research and a confusing plethora of `possibles'. Under such circumstances, our recommendation is a well-written advertisement in the appropriate media, a thorough paper screening, an interview programme assessing all possible candidates (not just the obvious half-dozen to whom time usually restricts the in-house recruiter), a detailed shortlist and a prompt offer.
Recruitment from our Databank
We also have a Data Bank of accountants, engineers, personnel managers, bank officers, marketing and sales personnel, IT people, office automation people, FMCG company personnel, service sector employees, among others, to cater to your immediate needs.