How Do We Do it?

Step 1: Identify Job Description

This step is as important as selecting the right candidate. With a good Job Description, it is as good as getting the perfect candidate to fill the job.

We will take extra precaution to write up the Job Description with our esteemed client and will go through each and every single detail with them.

We will give our comments and suggestions on what is necessary to be added and what should be taken off the Job Description. Seriously, this is the blueprint to the candidates as architectural drawings are to the actual building. Yes, it is that serious!

But do not worry, we are here to help.

Step 2: Sourcing

01

Sourcing

Conventional and non-conventional – we go both ways.

The secret to the successful sourcing of highly potential candidates lies in the fact that our researchers are ready to go all out to source from any medium at any cost.

It may sounds absurd but yes, we have many successful cases where our researchers found the perfect candidates through the most unimaginable and unorthodox ways.

No matter which ways we use, it is good to let our customers know that we do our very best in finding the best candidates for the job.

And we dare you to try us! 

02

Identifying

Interviews and tests are the most common methods employed to gauge the true competency of the candidate. We practise that all the time but one of the most effective ways in finding the best candidate is not listening to what they have to say about themselves.

We prefer to listen to what other people have to say about that candidate. When we source for a candidate that we like, we will also try to find out what their ex-colleague, friends or enemies have to say. Why do we do that? Simply because this is the most transparent and most valuable piece of information we can get about a candidate. It goes beyond the black suit and tie, the true self of the candidate will be revealed.

Wouldn’t that amplify our positive perceptions of that candidate if the reviews from other people are good? 

03

Select

Our selection process requires a thorough meeting between our researchers and consultants.

The team will sit in various meeting with various candidates where each of their pros and cons are listed, reviewed, justified and discussed. Just like how the models are selected at Gucci to parade their exclusive lines of apparel. Yes, it is just that serious.

Final selection is to be made when a clear winner shines from the pool of possible candidates to ensure our clients get the cream of the crop. No candidates get to be proposed to the client without the approval from both consultant and the researchers.

In Prospects, this stage is important to ensure full customer satisfaction.

04

Propose to Client

No hurry. We won’t push our client. We will propose and give our client the time they need to decide on the candidates.

Our consultants are trained to provide the full, transparent details of the candidates. They will not push or force clients to sign on any candidates they do not want.

We always believe that our client has the last say in the decision. Our job is to facilitate the decision-making process. 

Step 3: Position Filled

Happy Client, Happy Candidate!

Congratulations to you. Congratulations to the candidate. Let’s toast!

When you are ready to hire, you are opening up a whole new chapter and we will be there to help discuss the best possible package with the candidate, the earliest availability and all the other remuneration and benefits.

We will maintain the best interests of our client during the hiring process.

We are most happy when yet again, our selection is proven to fit the client’s requirements perfectly.

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