Services

Search Recruitment

Considering the imbalance between supply and demand for top talent, the importance of this Search Industry continues to become more evident. The scarcity of good management is both a challenge and an opportunity. If business leaders don't take the time and effort to surround themselves with the right support teams, their business will stagnate.

The Search process can be defined as a detailed and intricate process to achieve a match between the client's human capital requirements and the candidate's career goals. The Process usually targets ‘passive’ candidates, those who are not actively looking for new opportunities.

Targeted ‘upfront’ research broadens the choice by identifying career driven candidates.

Executive Search is the most modern and cost effective method of sourcing skills where a high degree of difficulty exists in accessing these skills by way of advertising or ‘word of mouth’.

Target Search and Selection’s approach is completely competency based - i.e. not who candidates are, but what they can do for the client. Job descriptions are compiled in conjunction with the client, including objectives and outputs. From there the individual competencies required for success are identified and emphasized. The ‘headhunters’ search process usually starts with research to broaden a ‘base’. From there on, the process reverses and one-by-one the process of elimination begins. As the list diminishes the recruiter closes on the target and technical methods come into play to weed out anyone who does not fit the client’s exact specifications. Together with these techniques, personal references are sought and research into the candidate’s career history is conducted, seeking flaws. This is a delicate process because what is being sought is insight, not just pure information. This process demands great care, tact and diplomacy. Ethics and confidentially are not negotiable in this industry.

This detailed approach ensures that client needs are understood. It reduces the risk and huge costs of recruiting the wrong candidate. It serves also to assist the client to manage the new employee’s job performance.

Consider a Retained approach when the position has proven extremely difficult to fill in the past because.....

A limited talent pool exists within the discipline you are targeting Candidates within the acquired skill are difficult to identify

Position specifications are extremely narrow and restrictive

Time constraints to complete the search are rigid

Contingency recruiters have been uninterested in working the assignment or have produced less than desired activity

You would like the peace of mind knowing that your assignment is top priority for a professional recruiter who has dropped everything to complete your search.