We have a tried and tested approach to ensuring that clients appoint the best candidate. All assignments are handled by one of Curtis Murray’s three partners using their many years of experience in knowing and identifying top talent.
Before we undertake any assignment, we give an objective opinion of how the role will be perceived by potential candidates. We also consider the possible issues which may be encountered, the likely timescales of how long the process will take and when the successful candidate will be on board.
We then rigorously consider our approach to the mandate, the realistic sources of candidates and how we will go about finding them.
Working with our client, we jointly agree the role specification and personality type for the position.
We take time to understand our clients business, their culture and the team dynamics by meeting with the key decision makers and with those with whom the role will interact.
We conduct an extensive research and mapping exercise within the target markets to identify relevant candidates.
We consider candidates from competitors and from similar businesses in other market areas.
We also leverage our extensive network of professional and personal contacts to source candidates through referral and recommendation.
By screening and interviewing a long list of potential candidates, we generate a qualified shortlist of candidates who have been rigorously assessed by us for their relevance to the job specification, personality and cultural fit.
We present the shortlist to our client in an agreed timeframe and facilitate the interview process with the selected candidates.
When the client has chosen the preferred candidate we guide them through the formal negotiation of the offer ensuring that the clients’ interests are protected.
In addition, we remain in close contact with the candidate during the resignation phase and ensure that contracts are successfully completed.