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This process differs from headhunting in that the target audience are actual job seekers - those dissatisfied with their current job/employers or who are unemployed. These individuals are drawn to the requirement via a well-targeted advertisement(s). As for the headhunt approach information gathering is essential, the key to success lies in the roots of this information. A professional consultant will not proceed if a workable job brief cannot be agreed. |
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Principles : |
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We are committed to the service that at all times: |
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Are specific and customized to the client’s requirements |
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Exclusive in delivery; we will handle only what we can and will give our best to meet up with requirements of clients in terms of quality and time |
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Are solution based, developed on processes and systems that "fit" the client’s requirements and meet their needs s |
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Are committed to professionalism and excellence |
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The following is an extract from Enterprise Logic Consultants Training Programme. It's inclusion is to demonstrate how our 11 point charter works in practice with some of the common search selection issues and ethics.
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Over-frequent contact from too many consultants |
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Assurance that all contact will be relevant to project |
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An E. L. employee will act as the single point of contact with the client |
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Candidates may be re-offered by current employer |
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Clarification of the candidates standing to this potential situation (Pre-resignation letter) |
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Unsuitable candidates being put forward |
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All candidates follow a specific selection program |
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Use of effective research methods |
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Preparation of a fully comprehensive brief, detailing job/candidate/culture specifications |
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Visit to the client in order to gain a feel for the company and business methods |
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The stigma attached to the use of search methods : |
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Absolute confidentiality |
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Adhering to the Eleven Point Charter |
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Putting forward only those candidates who have genuine interest |
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Justification of cost for relevant departments : |
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Providing a suitable candidate for the position |
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Research time, detailed candidate profile provided |
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Saving the company time associated with recruitment |
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Search Consultant loyalty (poaching staff from the client) : |
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We have long term plans, so we need regular clients |
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Does not conform to the Eleven Point Charter (point 2) |
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We will never compromise the reputation for which we are known |
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Establishing if the candidate is all that they claim to be : |
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By adhering to the Eleven Point Charter (point 3) |
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Using established contacts to clarify the candidates suitability |
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By following a proven method of character analysis |
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Verifying References & academic qualifications |
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Establishing if a candidates’ “face will fit” : |
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A photograph of each candidate will be provided (digital or standard) subject to clients discretion
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Provision of an audio recording or transcript of the interviewees’ answers to the 5 key questions |
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Confidentiality of company information : |
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By following the 11 Point Charter (point 1) |
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Limiting the number of people who have access to sensitive information |
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Failure to receive regular feedback (candidates reservations etc.) : |
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In order that we remain competitive, clients must be constantly updated
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If necessary we will designate specific days for oral / written updates
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Establishing if a candidate is committed to the new prospect and company : |
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Continual monitoring of the candidates’ interest and enthusiasm |
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Contact with the candidates’ spouse or partner (whenever possible) |
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Provide the candidate with the opportunity to research the company and monitor the outcome
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