When asking questions about the vacancy and its search context, an external consultant helps you sharpen the "ideal" profile, clarify expectations of the Hiring Manager, and elaborate on the New Hire's potential contribution to mid-term and long-term business goals. In a relation that has built trust over time, those discussions uncover blind spots of a team/ organization, whereas in-house recruiters likely share the company's assumptions and rules. Corporate sourcers are fantastic partners if needs become apparent on short notice or are changing during the project. External partners are able to provide new perspectives, share market insights, and (usually) are not affected by a company's internal dynamics and social obligations.
Depending on your needs and resources (in terms of budget and time) you have to decide on the best fitting business model (retained search, success-based, hybrid). Search for recommendations, publications, and other signs that the service provider of your choice is competent and will function as a true partner.
Quality indicators typically are:
- High commitment to client (both enterprise and candidate) and excellent customer experience
- In-house research
- Wide geographical reach
- Expertise in understanding your business
Everyone nowadays speaks about the employer value proposition. While it certainly is important, you need to "walk the talk". You can easily demonstrate that you place the employee at the center of all your strivings during the application phase - in form of a speedy process, respect of a candidate's resources (time, engagement), transparent information sharing, clear presentation of the job, its impact, and (personal and professional) growth opportunities.
An appealing job brief is not restricted to a list of tasks but explains what the New Hire will experience in her day-to-day work and what the benefits will be.
Make it easy for your contact person to get in touch and for your interviewer to understand how your career has evolved. Each professional path has its own logic, even if it shows breaks or gaps according to conventional wisdom.
Be straigh forward about your motivation, interests, and goals. It is natural that these change over time - different phases in our lives create different needs.
There is no need to provide sources of references at this early stage.
As recruiting in general and executive & management search in particular is about people's lives, privacy and discretion have always been of utmost importance to us. They are central and indispensable in creating and maintaining relationships built on trust - with candidates as well as with clients (any stakeholder at an enterprise).
For futher information please review the section www.ceranda.co/gdpr
We are aware that your responsibilities are manifold and your schedules tight. Therefore, we aim at a speedy process with timely feedback. Ideally, it takes around 35 days.
In order to save your time, we start with a screening interview via phone or video conferencing. The goal is to find out whether the vacancy under discussion meets your expectations. Typically, this takes place as soon as you have shared your CV.
In a second round, we conduct an in-depth (and usually in person) interview (close to your location). The goal is to learn about your skill set, competencies, and motivation & aspirations and to understand how your experiences have shaped you. Based on this assessment , we present the shortlist to our client.
Our clients' interview processes vary, depending on level of seniority of the vacancy under discussion. We accompany thoughout the entire cycle and provide you with relevant information so that you will be able to demonstrate how your expertise relates to the job.