|
Added Value
Our strength is our
methodology, we headhunt rather than rely on databases - you will get
the best in the market place, not the best of the online CV databases.
We start with a blank sheet of paper, and only when we have established
your specific requirements, will we start the process of identifying the
key candidates. So confident are we in our methodology, that we provide
complete transparency for clients as we share our process information in
real time. We seek to talk to the best, rather than waiting for the best
to find us, and we are geared always toward delivery. We manage the
whole process with a strong project management emphasis. Throughout the
process, you, the client, will know exactly where the process stands and
you can expect weekly updates on progress at the very least.
We commit to project
timescales at the outset of an assignment. We define at the start of the
process, when first interviews will take place and we project manage the
process completely towards that goal.
Our process finishes long after the successful conclusion of an
assignment. We are in regular contact with both client and new employee
to ensure that the transition between businesses has been as smooth as
possible.
Talent Identification:
Any recruitment process
is defined by the talent pool it sources from, the higher the quality of
the people approached, the better the choice for the client. KSDR Search
prides itself on its ability to identify, engage with and attract the
very best. Candidates recognise us as experts in our field, true
partners in their career planning. We never forget that a candidate
today, is a client of the future.
We are an extension of
our clients. We are able to engage with candidates with a fundamental
and confident knowledge of your business. This seamlessness between
recruiter and client is vital in keeping high-quality candidates
reassured and enthusiastic throughout the process.
Every day, we are
active in your market. We are constantly talking to key figures in the
sector, about trends, new products, technological advances, and tracking
the up and coming, rising stars of the future. We use every networking
tool available, from seminars, exhibitions, trade press, online
communities, and references to ensure we leave no stone unturned in our
ongoing search for talent.
Selection:
Selection starts by
ensuring we look through the same eyes as our clients.
As part of our initial
client meeting we will define 12 -15 key criteria that the client
requires of the candidate. We use this as the basis of our discussions
throughout the search phase. Once our initial list has been narrowed
down through exploratory conversations to those we seek to interview
face to face, we will objectively score these candidates against these
agreed criteria. We have found enormous benefit in our clients
understanding why we reach our selection choices. Equally, we are able
to communicate back to unsuccessful candidates in a positive way, about
how we reached our decisions. Objectivity is the key to a fair and
transparently open process.
Every candidate we
shortlist for client interview will have been face to face interviewed,
and reference checked. We aim to provide 4 candidates for every
process, who can be seen consecutively by the client, so comparisons are
easier to reach. We do not send individual CVs in the hope that one may
get lucky.
|
