Understand our step by step guide to how HSI works with its clients and adds value to client organisations, through taking a focused approach. From understanding our client’s unique requirements through to how we go about finding the right talent for their business, we pride ourselves on this mantra.
We believe that the first step to creating a successful working partnership requires an investment from both parties, namely in time. We can add value to your organisation by finding the right people to take your business forward, but we need to understand your current recruitment process and your recruitment challenges. In today's job market, the executive search process entails appreciable time and research in order to effectively pair the right candidates with the right client positions. This includes asking the client detailed questions about their needs and expectations behind a search requirement before proposing any candidate recommendations. Asking the right questions and putting the time in helps our clients. This enables the selection of candidates who are of the right calibre and ultimately the one who is the best fit.
2. CLIENT UNDERSTANDING
Every company is unique and in order that we can add value to your organisation we need to develop an understanding of your company’s culture and values in order that we can identify candidates that have both the right skills and experience and who are aligned and fit in with your organisation. It is important for everyone to be on the same page. The synergy between us and our client leads to success. As it is rightly said “Talent wins games, but teamwork and intelligence wins championships."
3. PARTNERSHIP APPROACH
What sets us apart from other recruitment companies is the fact that we operate as a genuine business partner, immersing ourselves in the culture and style of the business and articulating these values to potential candidates. We find we add the most value when both sides embrace honest two-way communication. We are well placed to advise and support our clients on interview process, as well as offering advice on salary and remuneration and have benchmarking information to support this. As with any form of recruitment, it is time consuming and resource heavy, to screen those applicants means that there is a great deal of time devoted to the recruitment process before you have even reached the interview stage. This could suggest why you might be struggling to recruit a particular role in a certain location or role category. This is where we come in - to remove this time and resource burden and put you in direct contact with a candidate who fits your requirements. We leave no stone unturned when looking for the best talent to join your organisation.
4. RECRUITMENT PLAN
A comprehensive recruitment plan is essential to effectively identify and recruit a highly qualified, talented and diverse candidate. In addition, the individuals selected to participate in the various recruitment strategies and timelines for completing each activity should be included.
Once we have a thorough understanding of your requirements, we work to agree with you how we’ll approach the recruitment process for each placement required.
To attract the best people in an increasingly competitive market, we must not only sell the strengths of working for your company, but ensure that the whole recruitment experience is accessible and attractive to potential candidates.
Potential recruits should feel valued and wanted throughout the whole recruitment process, not just at the interview. Working with you to developing a plan for recruitment that considers the complete process from start to end can help you in achieving this.
We also might even look to throw in a couple of “wild cards” in terms of backgrounds you haven’t considered before but who we feel could be a good fit. We believe in regular communication and updates to ensure you’re fully aware of our progress and we’re aware of any significant changes in your requirements.
5. SEARCH, NETWORKING & CANDIDATE SELECTION
This is fundamentally a straightforward process with a beginning, middle and end. With our experience and know-how relating to recruitment methods it is important for us to gather as much information as possible and to apply objective and consistent selection criteria. We add value by taking your specific requirements and searching across our extensive industry systems and tools to networks to find the right candidates for you. When we have identified suitable candidates, we will present a shortlist to you (usually of no more than 3 candidates, unless you expressly ask otherwise) that sets out exactly why we’ve selected the candidates and why they meet the individual vacancy brief.
6. RECRUITMENT PROCESS
The recruitment process is effectively the method by which HSI, employers and candidates interact in an attempt to fill a vacancy. As well as sourcing the right people for your business, our aim is to ensure all candidates are fully committed to your recruitment process and we take responsibility for managing candidate commitment, interview availability and attendance. The work we do with our candidates ensures that we only work with those who are serious and committed about moving to another role. This results in candidates who are fully prepared, have visited and researched your business and are committed to the interview process, for all of the right reasons. We also take responsibility for “offer” acceptance and supporting you with hiring to ensure the candidate experience is of a high standard and that ultimately you secure your preferred candidate.
In recognition that every business evolves, we like to have regular review meetings with you to ensure that we’re completely up to date with our understanding of your business and requirements. This helps ensure we’re acting as a great brand ambassador for your company, whilst creating a regular opportunity for complete transparency regarding our performing and helps both parties to identify opportunities to refine and develop the working partnership.