1. We agree on a key recruitment solution.
2. We confirm the sourcing activity.
3. We commence the candidate search.
4. We customize the behavioral interview to be conducted with identified candidates.
5. We provide a report which includes a short list of candidates. Experience and expertise per qualified prospect will be highlighted.
6. We organize interviews with the short-listed candidates on the client’s behalf.
7. We conduct reference checks on the preferred candidate, and whenever necessary at least, organize testing and/or background checks.
8. We give guidance and support to successful candidates from the resignation-and-notice period, whenever applicable, to hiring proper.
9. We provide constructive feedback to all unsuccessful candidates.
10. Successful candidates start.
11. We walk you through a structured follow-up procedure after the appointment.
12. There is a replacement guarantee up to three months post-hiring to ensure ongoing after-care.
13. We conduct regular follow-ups with both client and candidate during the first three to six months of employment.

1. We study your organization.
2. We establish expectations and a communication plan.
3. We develop position specifications.
4. We formulate the search strategy and have it approved by you.
5. We research and identify target environments.
6. We identify and recruit prospective candidates.
7. We conduct evaluation interviews.
8. We show you a progress report before proceeding.
9. We do benchmarking and afterwards present qualifying candidates.
10. We ask you to choose from our short list.
11. We conduct reference checks.
12. You choose successful candidates and conduct interviews with them.
13. We assist in structuring an offer and in conducting negotiations.
14. You seal the deal with your choice candidates.
15. We conduct regular follow-ups in succeeding months after the placement.

The majority of candidates who have the necessary skills and experience to fulfill your vacancy are not actively applying for advertised positions in the marketplace. They can only be contacted:

1) through friends or network referrals;

2) through a recruitment agency who has their contact details on their

3) through a recruitment agency that has their contact details on their database; or through an automated search where they have been identified as a suitable fit.

4) through an automated search where they have been identified as a suitable fit.

Our research, coupled with feedback from various organizations that support us, say that when you put up a job ad on the web or in the newspaper you will only attract 5% of the total pool of candidates with the necessary skills.

Using a recruitment partner will increase this pool to 35% of the total candidate pool, but out of that 35%, the recruiter will know which of these candidates are in the top 15% of performers based on market knowledge.

In a nutshell, a majority chunk of the candidate landscape remains inactive, followed by a considerable fraction who is only passively looking, with a surprisingly thin slice devoted to those who are actively looking, lagging last.