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Executive Search

Connecting

Our Search Approach

1. Briefing

Claremont invests time to understand your business, culture, and objectives through a series of meetings with the hiring team, hiring manager, and decision maker. We challenge the brief and design a client requirement portfolio, which is used as the bounds for finding the best candidates. The focus is on getting the organisation to describe the five or six most important criteria a person taking this job will actually do. We refer to this as a performance profile. It consists of the major performance objectives, some of the big tasks, challenges and cultural identity. As trusted advisers to the client, we need all this information to research, convince, and close top candidates during the hiring process. We add to the traditional search methods of professional skills, personality, and experience-based job descriptions and focus on specific details of the role, especially those aspects which will give your company a competitive advantage.

2. Networking

Our dedicated Executive Search Consultants are continuously adding to their market knowledge, network mapping, adding to our international talent pool and identify both key targets and sources. Upon a thorough briefing, we utilise these pools and provide relevant market information of the relevant candidate group they are looking for. These candidate profiles are a quick summary of a typical strong candidate background. From here we identify further links to people who could give excellent referrals of potential head hunts or continue to network mapping.

3. Approach

Using a graded candidate search method, we can gauge the level of commitment of the candidates looking at a potential opportunity. Once a mutual level of interest has been established, we then further engage them in the process. This will help attract and maintain the interest of less active and passive candidates.

4. Internal Evaluation

The process is straightforward: once we have processed and selected our initial longlist, our Executive Search agent will screen each of those candidates. This screening entails series of interviews and if requested, psychometric testing, to determine their suitability for the role. The process consists of a brief phone-screen interview, and if appropriate, the first face-to-face or e-meet. This step will save you time, money and the inconvenience involved in meeting in person and interviewing candidates who, despite strong resumes, don't meet all your needs.

5. Shortlisting (Candidates Not Applicants)

Using the information gathered during the evaluation stage, Claremont Consulting in partnership with the client will prepare a final shortlist of candidates. Soft referencing can be conducted at this stage when required (character or competency-based referencing)
It takes more time to hire passive candidates. Sometimes hiring managers need to meet good candidates on an exploratory basis. During these meetings or phone conferences, managers need to provide information regarding the challenges and growth opportunities in the job.

6. Client Interviews

Claremont Consulting will act on behalf of the client in organising a set of interviews with all relevant decision makers and stakeholders. The interview availability would have been prearranged and dates to provided by the client. It is also advised that hiring managers must agree to see any candidate that is highly recommended. When the above steps are followed, the client will only need to see three or four candidates for most positions. If the first one or two candidates are far off the mark, then the Search Agent and Client will need to work together to review the job requirements, sourcing plan, and assessment approach.

7. Offer Acceptance

Claremont consulting work in partnership with clients to manage the offer process to completion and provide details for final referencing.

8. On-Boarding

Claremont Consulting knows the importance of linking onboarding to the organisation – not just the role.  A great employer process should help the new employee identify with the company and feel a sense of belonging. This process of boarding should be over several months, or the candidates notice period. If they don’t quickly see how they matter, they can feel overwhelmed and resistant to start, maybe even consider accepting another offer or a counter. A key to this is by finding ways of making people immediately feel invested – heart, hands, and minds – in the new company. Upon request, we will facilitate events or socials to enable networking, and interaction with co-workers and leaders.