Our selection process relies on a structured and systematic approach, which is proactive, detailed and target oriented.
The process includes the following steps:
- Develop an understanding of the Organization
To better facilitate the method, we meet with key stakeholders important to the search to know the organization’s history, culture operating structure and pay structure.
- Develop the Position Specification
The position specification document is going to be prepared supported our discussions. This is a critical piece of data, which is shared with serious candidates for the position. It describes the key success factors and priorities of the position, also as candidate specifications including competencies, experience, background and private traits.
The position specification is going to be reviewed with the client and function a guide in determining whom we'll contact during the course of the search.
The final position description is going to be presented for formal approval.
- Identify Suitable Candidates
Upon approval of the Position Specification by the client, we begin to look for candidates by following the below activities:
- Targeted Search
Based on our agreed search criteria and strategy, we identify an in-depth list of target industries and corporations. Identified individuals are going to be contacted to assess their potential fit with the position requirements and check their interest within the position.
- Database Review
We have a centralized database that's updated on an endless basis and contains tons of data on professionals that help us identify and evaluate qualified candidates for client assignments.
- Internally Generated Candidates
Any candidates generated through the Client’s own sources would be included within the overall mixture of candidates as if they were generated directly by us. This would strengthen the general partnership approach to the search. Each candidate is then assessed individually on merit and evaluated comparatively relative to the whole candidate pool.
In case suitable candidates cannot be located from our database, draft a suitable advertisement with estimates of cost for the client’s approval. Alternately consider doing Executive Search for the specific requirements.
- Evaluation and Shortlist
Based on our discussions, we draw up an initial list of shortlisted candidates. This will be done after an in-depth evaluation of the candidates in terms of their skill sets, experience and their interest within the mandate. In addition to non-public interviews, we may use independent 3rd party Psychometric assessment tools at an additional fee.
For the foremost promising of those candidates, we prepare an in-depth résumé and evaluation summary, to facilitate the interview process.
We arrange interviews between the short-listed candidates with your representatives. On receiving feedback, from the candidates and yourself on the meetings, we work with clients to draw up the final shortlist.
- Reference Checks of Successful Candidates
We conduct detailed references on the ultimate candidate(s) you would like to rent before the offer is formally extended, do you have to so require.
You have the option of requesting a background check on candidates at an extra fee. This would be organized through an independent 3rd party agency.
- Offer Negotiation
If required, HRX provides assistance to prepare a competitive employment offer based on client compensation strategy and market realities. On behalf of the client, we will present the offer and explain it to the chosen candidate. Throughout this final stage of the search process, HRX represents the client.
HRX remains in touch with the hired candidate between 60 and 90 days after he/ she here Date of joining.