1.0 ASSIGNMENT KICK OFF
At the beginning of an assignment a project plan outlining key milestones and deliverables will have been agreed with the client. Typically it will be 4 weeks to shortlist for a UK search and 5 weeks to shortlist for an International search, however timescales can be adapted according to the type of role and client’s urgency.

Briefing Document (BD)
A Briefing Document is produced at the commencement of the assignment. A draft version will be sent (or presented) to the client for their input. It serves as a written agreement with the client as to what the scope of the role is that we are resourcing and the profile of the individual we are searching for.

The BD will contain the following:

• Business Overview - a summary of the business of the client, the history of the company (who owns it, i.e. public, subsidiary, private etc.), recent financial results, geographical spread, organisational structure, the context of the appointment. Alternatively, for the more senior positions, it may be useful to prepare an information pack containing annual report, web page, FT profile info. etc. It will also contain the context to the opportunity.
• Job Specification - key objectives and responsibilities of the role, who does the role report to, who reports to it etc.
• Person Profile - background experience, skills and personal characteristics. The person profile must be well defined, there should be at least three mandatory criteria that have been agreed. This will enable the research and interviewing to be focused.

The Briefing Document can be used as a ‘selling tool’ for the consultant to give to the candidate at any stage if the process, but definitely prior to meeting the Client for the first time.

2.0 The Team
All searches will have a dedicated team working on them comprising of a Lead Consultant and a Researcher. Wherever possible the Researcher will be present at the briefing in order that they truly understand the requirement/culture etc. This team will not change through the process and can be called upon at any time for market information or an update on the search.

The team will produce a long list of potential candidates from competitor companies and agreed search sites – discussing with client any off-limit companies or candidates.

In addition to new research the Team will utilise their large network of past and present contacts to obtain their perspective on possible candidates.

The client will always be well informed. In line with the project plan; weekly updates will be given by email, telephone or face-to-face meeting, depending on the client’s requirements. The process is totally transparent and it is the intention that the Team will also be able to provide the client with market intelligence about how their company is perceived and how their competitors are doing in the marketplace.

3.0 Benchmarking
During weeks 2-4 of the assignment, we will present a benchmark candidate. The feedback from this interview will help the Team and the client to focus on which skills and experience are really essential and it will either reaffirm the search strategy or indicate the need to focus research into different areas.

4.0 Shortlist
A shortlist of 3-4 candidates per opportunity will typically be presented to the client. This may be at a scheduled meeting or the client may prefer to have ‘drip feed’ candidates through during the process.

Prior to client interviews, the client will be presented with a CV and notes on each candidate. The notes will include an insight into the personality of the candidate and an assessment of the candidate’s strengths as well as their reasons for interest in the role. The summary will include areas for the client to explore further giving them an insight on where to focus their questions.

5.0 Formal Referencing
We will always take references on the preferred candidate and support the Candidate through resignation and notice period.

It is also important to note that background research will continue in case circumstances with the preferred candidate change and a back-up is required.

6.0 Follow Up
Client Satisfaction Audit
A Director not involved in the search or this client relationship will call the client to get their perspective on the assignment when the preferred candidate has commenced employment i.e.: what went well, what did not go so well.