CES Consulting Search Process

1. Submit proposal. CES will send a full proposal confirming understanding of the personality, experience and characteristics of the candidate sought, as well as the terms of business and the full details of the solution proposed, for sign off by client.
2. Brief Research Department on project. Instruct research of market place to include client's direct and indirect competitors.
3. Draw up target list of companies to approach.
4. Liaise with client to approve target list of companies. This is important to preclude any companies that may have special relationships with the client.
5. Targeted individuals are then approached by consultants to further assess their suitability. At this stage the client is not identified. From experience, one-third are not interested in changing companies, as they already have excellent career prospects. Another third are interested, but would only move for a better package or do not have the necessary skill sets and final third who both match the client specification and have realistic motivation to make a move, will initially be interviewed over the telephone.
6. References are taken up on these candidates, and if required by the client a psychometric profile will be carried out.
7. Qualified candidates are interviewed, often out of office and out of hours. Each individual will be thoroughly screened and his/her motivation for leaving will be strongly challenged. Their identity will be confirmed, to comply with The Conduct of Employment Agencies and Employment Businesses Regulations 2003, and their qualifications will be verified.
8. Short-list of (usually) three candidates drawn up per position. Each individual will be more than capable of very successfully fulfilling the role; candidates are presented to you so that you can choose the right individual with the right indefinable "chemistry".
9. CVs and consultants notes are prepared for each candidate.
10. Short-listed candidates will be discussed in depth with the client. (NB: The client can accept or reject the short-list at this stage).
11. First interviews arranged. In situations when candidate is overseas then video conferencing facilities can be arranged.
12. Candidates are prepared for first interviews. They are fully briefed on the company and the requirements of the position. Indeed, they can be arranged to take place at the CES office.
13. The client will be prepared for the interviews. Interviews are often perceived as 'meetings' by the candidates, therefore the client must be equally willing to "sell" the opportunities in the company to the candidate and have the relevant information about the candidates to do so.
14. Feedback on candidates gained from client.
15. Second interviews arranged.
16. Candidates and interviewer are prepared for second interviews. The benefits of moving companies are consolidated with the candidates. Candidates and the client will be debriefed after the second interview.
17. An offer is made to the chosen candidate. The offer should be made through CES, to avoid the client being in a position where the potential employee can dictate terms.
18. The candidate will be prepared for resignation and counter offer by his current employers. This is undoubtedly the most critical stage in the Executive Search and Selection process. The candidate will be made fully aware of the negative impact on their careers should a counter-offer be accepted. Our objective is to clarify in the candidate's mind that his employer has had numerous opportunities to reward the candidate, and that this is no time to be "bought".
19. The start date is confirmed in writing by the candidate to yourselves.
20. CES Consulting ensures that the candidate has commenced employment, and maintains contact thereafter.