Our dedicated HR Executive Search team
At Claremont Consulting, we understand the nuances and complexities surrounding Executive Search and this is why we dare to be different. We have used our expansive knowledge and integrity to develop dynamic global communities and content streams. This has allowed our team to forge powerful, long-lasting and honest relationships with the best professionals operating across our specialist disciplines. It is these partnerships, which we nurture through our international office and regional teams, that enable us to place the top global HR talent to fill strategically vital positions for our clients.
Our specialist team meticulously searches for candidates whose skill-sets are perfectly matched to the role in question and will provide organisations with intelligent ways of working. We achieve this because of our all-important relationships, which never fail to deliver the right individual to the right client.
Since our inception almost two decades ago, Claremont Consulting’s Executive Search Consultants have built a series of formidable relationships across global specialist talent pools. This means that we are connected to a wide network of professionals via our international offices, regional teams and content streams, regardless of whether or not they are actively recruiting. This means that when our clients are ready to fill a highly skilled technical role, we will be ready to seamlessly assist them along the hiring journey.
We understand that Executive Search helps to boost your employer brand. While large organisations are able to invest time and money in developing their brand, many SMEs are not afforded the same resources. Claremont Consulting is equipped with an impressive infrastructure of potential candidates who will add real value to your business. We take the time to provide them with 360 insights so that they understand your organisation’s culture, ethos and atmosphere, alongside the opportunities for training and career development.
Executive Search is all about exercising organisational integrity to deliver the very best for our clients. This is why our outstanding management practices are underpinned by these values. We realise that a business’s reputation may be tarnished by unresolved service or product issues. We use our unrivalled professional network for referrals from our existing relationships and are committed to providing people who will never let you down.
Our search process:
Claremont Consulting’s expert team takes the time to immerse themselves fully in the inner workings of your business. This is so that we understand its cultures, ethos, values and objectives. We achieve this through a series of consultations with your hiring manager and team and key decision makers. We are attentive and can therefore challenge the brief and create a portfolio of requirements that are tailored to you. This gives us the means to find the perfect candidates for your needs.
Our focus is on encouraging an organisation to describe the half dozen or so most important criteria an individual taking on the role will be required to carry out. We refer to this as a performance profile and it consists of the major performance objectives, big tasks, challenges and cultural identity. As trusted client advisors, we need this information throughout the hiring process to research, source, convince and close top candidates.
We enhance the traditional search methods of professional skills personality and experience-based job descriptions by focusing on the specific details of a role. This is what will give your company its competitive edge.
Our passionate Executive Search Consultants continuously strive to update their market knowledge. They do by networking mapping, building our international talent pool and identifying both key targets and sources. We scrutinise this comprehensive market information to pinpoint the relevant candidate groups which our clients need at any given time.
Using a graded candidate search method, we are able to gauge exactly how committed our candidates are to new opportunities. Once a mutual interest level has been established, we then engage them further in the process. This helps to attract and hold the interest of more passive candidates who may one day be actively job seeking.
Our process is simple; once we have assessed and selected our initial longlist, our Executive Search Consultants screen them. This entails a series of interviews and psychometric testing to determine a given candidate’s suitability to the role. The next stage includes a brief phone-screen interview and, where appropriate, a first face-to-face or e-meet. This step saves our clients time, money and the inconvenience of meeting candidates in person who, despite having strong CVs, are not right for the job.
Shortlisting (Candidates not Applicants)
Using the information gathered during the evaluation stage, we partner with our clients to prepare a final candidate shortlist. Soft referencing - either character or competency-based - may be conducted at this stage if required.
It takes longer to hire passive candidates and sometimes hiring managers need to meet good candidates on an exploratory basis. During such meetings, it is the responsibility of managers to emphasis the challenges and growth opportunities the job affords.
We act on behalf of our clients to organise a series of interviews with all relevant decision makers and stakeholders. Interview availability is pre-arranged and dates are provided by the client. We also advise that hiring managers make the time to meet any candidate who is highly recommended. When these steps are followed, our clients should only be required to see three or four candidates for most positions. If for any reason the first two candidates fall far from the mark, our Executive Search Consultants will collaborate with the client to review the job requirements, sourcing plan and assessment approach.
We work in partnership with our clients to manage the offer process to completion and provide the details for final referencing.
We understand the importance of linking on-boarding to the wider organisation and not just the role. A great hiring process should assist the new employee in identifying with the company and feeling a sense of belonging. The on-boarding process should be conducted over several months, or during the candidates’ notice period. If the candidate does not quickly establish how valuable they are to the business, they may feel overwhelmed and resistant to start. They could even subsequently consider accepting another offer. The key to success is finding ways of making people immediately feel totally invested in the new company. Upon request, we will facilitate social events to enable networking and interaction with co-workers and leaders.