Talentsource search process

TALENTSOURCE EXECUTIVE SEARCH - OUR VALUE-ADDED SEARCH PROCESS AND YOUR PART IN IT

TalentSource Executive Search works closely with our clients in a partnership with a view to put the best person in the executive role. No two searches are the same, and we make no presumptions about you or our candidates. This ensures we approach into the search with a healthy, open mind. And we believe regular and timely two-way communication is a major key to a fruitful search that will yield rewards for you and the new executive in time to come. Briefly, here is our search process, which is a distillation of our sweat and toil that goes on behind the scenes to make the search experience a pleasant one for you.

DEFINE THE JOB AND ESTABLISH THE CANDIDATE PROFILE

To make the search an effective one for all, we start off by sitting down with you to understand and document your key parameters, including but certainly not restricted to:

Your company's structure, strategic goals, priorities, culture, business environment
What experience, qualifications and competencies, leadership talent and qualities your company seeks
How you expect the new executive to contribute to your success
What challenges the executive will face and what skills and experience are required to face them
What compensation will attract the right person to the job
Based on the information gathered, we draft a position specification for your approval. Once approved, that specification forms the foundation as well as the new executive's mandate.

It speeds things up when you know exactly the kind of executive you want and are willing to spend enough of your own time to make an early decision. We will be happy to provide our insight and make suggestions to make the search parameters less nebulous. You may want to take note of some reasons that cause searches to take a long time - and therefore adversely impact the company's strategic moves - such as:

  • Unusual or difficult technical requirements and insisting that these requirements be met, even after some time
  • The reluctance to pay the compensation necessary to attract qualified candidates
  • The lack of agreement within the company on the kind of executive that is needed

UNEARTH & EVALUATE CANDIDATES

We search our extensive database and activate our networks, industry contacts and other sources to reach out to potential candidates. From the list of names gathered, we further shortlist the candidates based on their meeting the qualifications and experience you require. We speak to them, assess their backgrounds, and find out their potential and visions for the future, at the same time helping to raise interest in your position. Our goal is to identify candidates whose leadership style, competency and accomplishments meet your specifications. To uphold your good image and reputation, each candidate is treated with dignity and respect.

When we complete this exercise, you will have a strong list of contenders for the job.

INTERVIEW CANDIDATES

After you get the profiles of the top candidates along with our assessment, we will make arrangements for you to meet them at venues comfortable to all. We work closely with you to develop interviews to elicit relevant information from the candidates. And after your interviews, we debrief you and the candidates.

CHECK REFERENCES & CREDENTIALS

We verify the academic qualifications and seek external views of each candidate before presenting them to you. This information not only helps to confirm the candidates achievements and track record, but also help you manage the candidate better upon appointment.

CHOOSE THE BEST CANDIDATE

We put on the table all the information gathered thus far - from the candidates themselves to ex-colleagues and other external sources to your opinions - for all the candidates. We rank each candidate based on their unique strengths and weaknesses, and select the best candidate to make an offer to.

DEVELOP A WIN-WIN DEAL

Together, we design a win-win offer that is not only persuasive for the shortlisted candidate, but comfortable for you. The offer will comprise some or all of these components: basic compensation, allowances, bonuses, incentives, equity, stock options, relocation and other perquisites, in kind or in cash. We help both you and the candidate come to mutually agreeable terms with a view to a deal that is beneficial to all, and with an emphasis on thinking long term. As part of our publicity campaign on your behalf, we will courteously inform unsuccessful candidates of the outcome.

ASSIST IN TRANSITION AND INTEGRATION

After the offer is accepted, we remain on hand to help the new executive integrate into your company. Nothing is more delightful than being there to witness the birth of a brand new productive relationship between you and your new executive. This is how we put our "think long term" philosophy into action - even after the search is long over.