frequently asked questions: clients
why should we use assessments
what kind of assessments do you offer
what is job profiling
how will job profiling help find the right candidate
we have created a new position but are not sure of the level of candidate we should look at
our business has undergone dramatic change and we need to look at management with different qualities, can you helpwhat is performance psychology and how can it help us
why should we use a headhunter
executive search consultants are expensive
how long does it take to recommend a shortlist
what if we are looking for a candidate outside your areas of specialisation
what other areas of expertise do you have
we want to develop business in the UK/Europe but do not want the initial expense of setting up an office and hiring staff
how do we ensure that information we give you remains confidential (ie. where appropriate)
how can you ensure that candidates will fit in with our culture and can grow with our business
why should we use assessments
Assessments, sometimes called psychometric tests or assessments will give
you another perspective of your candidate or employee. We use the whole person
concept which measures mental approach (thinking style), occupational interests
and personality (behavioural traits). Depending on the issue you are trying
to address we have an assessment tool that you can use: whether it is management,
hiring/retention, company wide customer service, team building or sales performance,
we have a specific solution. The results then provide a basis for selection,
training, development or coaching. This becomes particularly powerful when
used in conjunction with job profiling.
At no time do we recommend using assessments to replace the normal methods
of candidate selection but as an added process to refine the way in which
you will make the right choice.
See assessments
what kind of assessments
do you offer
We offer a range of assessments depending on what you are looking for and
what issues you specifically are looking to resolve. Your consultant can advise
you on the most appropriate technique. Our assessment tools consist of:
The Profile XT
Checkpoint 360°
SkillBuilder
Profile Sales Indicator
Customer Service
Perspective
Performance Indicator
Profiles Team Analysis
what is job profiling
This is the process whereby the client uses his/her most effective people
as the benchmark against which are measured existing staff or candidates.
This is more powerful if used in conjunction with definition set by the line
manager.
This is then matched to the profile of the candidate. This can give a good guide to things like cultural fit, drive and results orientation for sales positions, leadership for management positions and attention to detail for technical positions etc.
Job profiling can also assist the client to address or re-assess the make-up
of a team or recognise the kind of culture that exists in a department, division
or company.
See job matching
how will job profiling help find the right
candidate
The results of a job profile can help the search consultant, to narrow the
qualified candidates and the client, to target appropriate questions to qualify
the results. This will increase the probability of choosing the right candidate.
See job matching
we have created a new position but are not
sure to level of candidate we should look at
Discussions with your search consultant will bring this out. This can be influenced
by many aspects including:
- the background of the immediate manager
- his management style
- his ability/time to develop an individual with potential but little experience
- whether he is about to retire, get promoted, get fired
- the direction of the business
- team approach or does the individual need to work independently say from home or in another country
our business has undergone dramatic change
and we need to look at management with different qualities, can you help
We can readily assist with advice if say a company has perhaps grown rapidly
and then hit serious problems (cashflow problems, unable to raise more money
in the markets, obsolete technology etc.) through an assessment (with or without
psychometrics) of the kind of individuals needed to bring about the most appropriate
change quickly. This is usually carried out in conjunction with a wholesale
change in people moving from eg. an entrepreneurial culture to one of risk
aversion and financial conservatism/stability. A strong leader at the top
is paramount in this case.
what is peformance psychology and how can
it help us?
Performance psychology is used to help individuals or teams improve what they
do. You could be a senior executive, professional golfer, an up and coming
athlete or someone who wants to be better at what they do. Such individuals
may also feel that they know they are good at what they do but can't succeed
because of other factors - stress, workload, pressure, nerves, anxiety, lack
of motivation etc. We can help you overcome these issues to fulfil the potential
you have. We will work with you in a mentoring or coaching capacity in a way
that fits in with your work or training schedule.
why should we use a headhunter
Headhunters have experience of knowing where to find qualified candidates
based on your job description. Our staff know how to approach potential candidates,
discretely and confidentially. Trust is critical at this stage.
We get to know candidates by interview and through verbal references so we
build up an accurate picture of each individual. Recommendations are therefore
based on our knowledge of each individual; our reputation depends on getting
this right.
executive search consultants are expensive
Using Executive Search Consultants are generally more expensive than using
recruitment agencies or companies using “selection” methods. As
a client you have to ask yourself what you want from your recruitment consultant.
If you want crudely qualified CV’s which may run to very many, possibly
hundreds and you have the time and staff to go through them, then use an agency.
If you want a few highly qualified candidates put to you, based on personal
recommendation via presentation supported by rigorous interviewing and verbal
references with the possible reinforcement of psychometric assessment then
use executive search which though marginally more expensive will provide you
with greater value for money. This is particularly true if time is an issue.
There will also be differences in approach between contingency and retainer
assignments.
how long does it take to recommend a shortlist
This clearly depends on the job description, the difficulty of finding such
an individual(s) and the extent to which we need to spread the search eg.
nationally or globally. However we can locate, qualify and recommend a short
list within three weeks. We will give you an estimate when we discuss the
assignment with you.
what if we are looking for a candidate outside
your areas of specialisation
If you want to look outside your sector this is not a problem given the coverage
we have of telecoms and related sectors. If you want to look outside telecoms
altogether we have associate partners in electronics, finance, mainstream
IT (as opposed to IT within communications), who can provide solutions.
what other areas of expertise do you have
We have internal expertise in psychometric assessments, location services,
start-up support services, contracted sales services from a single individual
through to sales forces covering Europe. We assist companies to locate acquisition
targets for either company or asset purchase eg. to provide outsourced services
in return for selling their assets (sale and leaseback but service related
!).
We also have extensive contacts and close associations with specialised telecom
and leading edge technology based consultancies.
Please look under clients, value added services, entering the European market,
merger & acquisition targeting,
we want to develop business in the UK/Europe
but do not want the initial expense of setting up an office and hiring staff
Depending on the extent to which you want to enter the European market and
how quickly, we can do everything for you, from providing a telephone number
thro’ to contracted sales staff (admin, technical support, and complete
sales forces).
Sales staff solutions are based on your needs ie. your sector, the geographical
market you want to target and whether you want to build business directly
or through a channel.
See entering the European market
how do we ensure that information
we give you remains confidential (ie. where appropriate)
All information supplied to us is regarded as confidential and information
available to be passed onto candidates is clarified as such. We have a strong
code of ethics and a reputation for complete confidentiality. Both candidates
and clients are protected by the Data Protection Act
how can you ensure that
candidates will fit in with our culture and can grow with our business
Whilst the growth of any business is always difficult to predict with any
degree of certainty, our client interview techniques and psychometrics allow
the best view of candidate “fit”. We can assist clients to define
their culture through our Checkpoint 360° programme.
