headhunter


Executive Search Process Step 1: Analyze the Client Step 2: Submit Virtual Candidate Step 3: Map and Execute Search Plan Step 4: Analysis on Candidates' Facts Step 5: Interview and Recommend Prospects Step 6: Client Interviews with Candidates Step 7: Follow Up and Review
Step 1: Analyze the Client
Aim：	To ensure a thorough understanding of the functions of the position and the environment under which the functions will be executed
Operations：	Conduct in-depth, face-to-face discussions with appropriate members of the management team to gain insight into the organizational structure, management style, working environment and business strategy. Define scope of responsibility and required personal characteristics as well as the objectives within the organizational structure with the client and other key individuals involved.
Step 2: Submit Virtual Candidate
Aim：	Acquire the feedback from the client after benchmarking the "should be" candidate's requirements
Operations：	Present one or two candidates according to the pre-defined assignments on the basis of the functions of the position. Discuss intensively with the client on the advantages and unsuitabilities of the proving candidate for the position. Make revised criteria for next prospects search.
Step 3: Map and Execute Search Plan
Aim：	To bring out the most qualified candidates in the least possible time, complete with timelines and tools for measuring our performance.
Operations:	Develop a planned, disciplined strategy and action plan. Drive our extensive Partner's Network and our personal contacts and Make exhaustive exploration in our well-maintained Candidates' Database and Apply the full resources of our candidates who are probably relevant to the position and Post recruiting ads on our WebPages and forward pertinent mailing lists to dig out the most potential candidates.
Step 4: Analysis on Candidates' Materials
Aim：	To contact candidates through various ways to determine their present status, how much interest they have in the position and the likelihood to start a new job
Operations:	Screen out the obviously unqualified candidates. Analyze and research the rest candidates with our client together figuring out a list worth contact. Contact the candidates positively by showing the advantages and attractiveness of the position so as to ensure the interview to be conducted with the most qualified candidates.
Step 5: Interview and Recommend Prospects
Aim：	To provide shortlisted candidates who fit the predefined profile
Operations:	Conduct initial interviews with an emphasis on leadership, experience, integrity, and personal characteristics. Submit an Interview Review as well as an Entrustment Summary covering the final candidates' track record, history, core traits and values and their overall "fit" with the client's organization.
Step 6: Client Interviews with Candidates
	Arrange interviews between candidates and client. Lead to a most efficient and effective interview process that maximizes your valuable time. Assist the both parties in conducting the final negotiations on the compensation package in an orderly, fair and respectful manner.
Step 7: Follow Up and Review
	Maximize the probability the new professional will start off on the right foot and ensure the continued delivery of a quality product. Contact the successful candidate and his/her immediate superior on a regular basis to make certain that all is going well. To discover some " break -in" difficulties so as to allow a rapid resolution as well as satisfaction of all concerned.