The Talentstone search process is driven by extensive research, first-hand industry knowledge and a deep understanding of the client’s business. Here’s how it works:-
Step by step
The foundation of the entire process. We take a comprehensive brief, if necessary helping clients identify the core competencies of the individual they are seeking.
The assignment team (lead consultant plus researchers) draws up a list of potential target institutions. The researchers then painstakingly compile a list of potentially suitable candidates which is reviewed by the consultant.
The consultant makes initial contact with potential candidates, describing the position, establishing the candidate’s credentials and finding out whether they find the opportunity attractive.
Compiling the shortlist
Next the consultant reviews the credentials of all candidates and formally interviews those who represent the best fit with the original specification. We then submit candidate evaluations and résumés of the most suitable candidates to the client.
We arrange candidate interviews in consultation with the client, ensuring that feedback from both parties is obtained in a timely manner.
We assist with negotiations, collating information on candidates’ existing remuneration and expectations and continuously managing expectations on both sides to ensure a reasonable result.
Offer and acceptance
We act as broker to the transaction, ensuring clear communication between both parties.
This can be the most perilous phase of a search assignment. We guide the successful candidate through the often difficult process of resigning from their employer.
Commencement of employment
We maintain contact with the successful candidate, ensuring they start work on the agreed date.
We continue to maintain regular contact with both the client and the new employee during the early period of employment to ensure that both parties remain satisfied.
The Talentstone approach is founded on:
Understanding – we go to enormous lengths to understand our clients, devoting considerable time and energy to get to know their history, strategy, strengths, weaknesses and the challenges they face in their particular market. We believe this is time well invested as it enables us to identify candidates that fit the institution as well as the job.
Relationships – our success is built on developing open and very frank relationships with a comparatively small number of premium clients.
Knowledge – our excellent local knowledge and contacts give us access to the full pool of potential talent. Our specialised industry knowledge means we identify the right individuals in this pool.
Data – the quality and accuracy of the information on our database give us an unrivalled starting point. But we are careful never to rely on our database too heavily, believing that good data coupled with a proactive approach yields the best results.
Process – our rigorous search process is strictly applied across every assignment to ensure consistent quality.
Finesse – we have the discretion and delicacy required to handle often highly sensitive leadership positions.