Our Firm

CANDIDATE SOURCING

Proactive Approach

Candidate research and identification is a very proactive process.  While many potential candidates are known to us or to our client, usually the best candidates are identified through careful and thorough research.  This involves a search of our own files as well as research into the community or communities of interest.  Successful “networking” is the key to identifying and attracting superior candidates.  The co-operation of sources is central to the process and this requires tact and diplomacy on the part of the Consultant.

Candidate sourcing and preliminary screening occur in tandem.  The candidate “long list” is complete when the most appropriate candidates have been identified and candidate status is determined.

Advertising

We do not consider advertising to be an alternative to the direct sourcing of candidates.  An advertisement, by itself, tends to be a reactive way in which to generate candidates.  It may augment the pool of candidates identified through research but it is directed to those individuals usually contemplating a change in employment and to the publication’s readership on the particular day of insertion.

The effectiveness of career advertising tends to vary with the characteristics of the target group from which candidates are sought.   When the target group is large and business and executive skills are easily transferable to another industry or sector, advertising can reach this group efficiently.  As the size of the target group narrows, the usefulness of the media advertising declines, often in correlation with the seniority of the position.

There are occasions when the candidacy of all qualified and interested persons must be considered by the recruiting organization. In these instances, advertising announces the opening as a matter of public record.