Client
When we present a candidate for evaluation by hiring managers, we have already conducted thorough pre-screening and qualification assessments, taking into account their experience and alignment with the position criteria defined by your organization.
To initiate our recruitment process, we engage with the hiring manager to gather specific details that may not be explicitly outlined in a publicly available job description. These aspects encompass attributes such as personality, attitude, and background, which may or may not align with the stated prerequisites, as well as supplementary information that could either qualify or disqualify an applicant for a particular role.
Our subsequent step involves attracting individuals who are presently employed in similar work environments. Typically, these individuals are not actively perusing job listings or seeking new employment opportunities. The majority of them are employed and satisfied with their current situations. As recruiters, our responsibility is to provide them with comprehensive insights into your workplace, specific job requirements, and additional benefits in order to pique their interest in exploring your vacancy as an opportunity for career advancement.
Our aim is to function as an extension of your organization, aiding you in the discovery of the perfect candidate for your unique role. We approach this with utmost transparency, leveraging the insights we’ve gathered from your company’s hiring managers. We ensure that the potential candidate is fully informed about every aspect of the position and your company. Our shared success is not solely based on securing a job for the candidate but on providing them with the opportunity to advance their career within your organization.
Once we identify a candidate who aligns with the position, we will share their details with you for your consideration. The most challenging aspect of our role begins when you opt to conduct an interview with this candidate. It is our responsibility to brief the candidate on the interview process’s nuances, including the identities and titles of the interviewers and the interview schedule. Following the interview, the candidate will promptly reach out to us to share their initial impressions and feedback.
We take extensive measures to ensure that candidates and companies are well-matched. To gather this information, we inquire about the following:
- How did you feel about the individuals you interviewed with in terms of personality compatibility?
- How was the job role described to you during the interviews?
- Do you believe you possess the necessary talents, skills, and capabilities for the position?
- Can you envision yourself working in that environment?
- Did you receive an impression of their desire to hire you, and if so, what were the reasons behind it?
- Apart from compensation and benefits, were all of your inquiries adequately addressed?
- Is there any specific reason why you would not accept an acceptable offer and commence employment two weeks after receiving a written offer?
- Upon receiving the candidate’s responses, we promptly communicate our findings to the hiring manager. Timeliness is crucial during this phase of the hiring process. Delays in response from either the candidate or the employer can lead to concerns about the other party’s level of interest in the recruitment process.
Our role as recruiters throughout this process involves maintaining ongoing communication between the parties as they work towards finalizing the employment contract.
Another crucial aspect to consider is the current job market, where competition for skilled candidates is exceptionally fierce among organizations. Candidates often have numerous opportunities to choose from, while companies may struggle to find suitable applicants for their job openings. Frequently, the provision of consistent communication on behalf of the company, demonstrating the organization’s genuine interest, can make the difference between successfully onboarding a new employee and missing out on a valuable opportunity.
Building a long-term relationship with a company and gaining insights into the company’s “culture” as well as the personalities of the individual hiring managers involved provides us with a valuable tool for effectively presenting the company’s opportunities to potential candidates. Cultivating a positive and enduring working relationship with the organization and its employees benefits all parties involved, creating a “win-win” scenario.
A Collection Of Services That We Provide.
- Contingency search
- Retained Search
- Executive Search
To do a successful search, the following elements must be provided:
Complete position information
Responsibilities by function
Relationships of reporting
Requirements for prior experience
Structure of compensation and benefits
Policy on relocation
Description of corporate culture
Call Gemini & Co now to learn more about the executive search process and how we can locate the ideal candidate for your organisation.
