Methodology

When looking for suitable candidates we follow a proven and systematic approach, consisting of multiple, successive phases.

Phase 1: Analysis

At the outset, we clearly define the requirements for the candidates in close cooperation with our client. Thereby we take into consideration professional factors like

education additional qualifications language skills professional experience special knowledge

as well as personal traits, if they are important for the vacancy in question.

Besides we will take into account factors like

economic development branch structure position of the company within the branch company goals contribution of the future employee for reaching company goals corporate culture

as well as further individual factors.

The result is a comprehensive description of the vacancy and the desired candidate.

Thereby we take a lot of time to clearly define the search strategy with respect to target branches, target companies, desired candidates, and overall proceedings. Because only if all problems and circumstances are comprehensively and correctly understood, the desired results can be reached.

Phase 2: Evaluation

Founding on the requirement profil we make an assessment which methodology promises the best results. Thereby we take into account not only the interests of our clients, but the goals and ideas of potential candidates as well.

At the end of this phase we give a recommendation to our customers as to which methodology promises the best results. We principally accept orders only if we are convinced that they have a realistic chance of success.

Phase 3: Search

In this phase, we compose a list of companies, where the desired candidates are likely to be found. These companies will be screened with respect to their suitability for the current project and, if necessary, coordinated with our client.

We then identify potential candidates, address them discreetly and explore their willingness to change. If they are willing to accept a new challenge, we arrange a further exchange of information outside their working area. The prospects will be given an overview about the information necessary to make their first decision about their application.

Phase 4: Pre-Selection

Based on the candidate's CV as well as impressions from our first talks we make a first selection according to the requirement profile. If necessary, we conduct additional phone interviews to clarify important facts.

Information from those candidates who match the requirement profile sufficiently, will be passed on to our clients. All applicants receive a notice about the stand of their application process.

Phase 5: Further proceedings

The following proceedings will be determined by our client and are usually very similar to the proceedings with applications reveiced from job-ads. Our clients perform a thorough analysis of the applications and decide which candidates will be invited to an interview. Sometimes a comprehensive phone-interview will be conducted to clarify important facts before a meeting in person will be arranged

At the end of the process, the candidates will be informed either from us or from our client about the results of their application.

• Back to Top