My recruitment process
I’ve spent my career developing and honing the process I use to match talented executives with organisations looking for the right leaders.
My process
THE FIRST STEP IS TO TALK ABOUT WHAT YOU NEED.
We meet. You tell me about your organisation and the role you need to fill. I use my recruitment expertise to help you identify the kind of person who could bring something unique to your company.
The search
GREAT RESULTS DON'T HAPPEN BY ACCIDENT.
That’s why I’ve developed specialised networks and a proprietary database of talented candidates. And I use them to find the best-qualified candidates for your position.
The candidate
RECRUITMENT ALWAYS COMES DOWN TO PEOPLE.
I work one-on-one with candidates to help them see the potential of the role and understand the culture of your organisation. This is a crucial part of the recruitment process and I never delegate it to researchers.
Manu has an exceptional ability to "JOIN THE DOTS..." He quickly understands company needs and executive ambitions.
Timothy Manuel
VP Sales & Marketing, Dacia International
The interview
When it comes to interviewing candidates, I focus on a range of factors. Who they are as a person and as a leader. Their behaviour and achievements. And crucially, what they need to perform at a high level and to be happy.​
Experience and skill lets me make a judgement call about their ability to perform for your company and adapt to your corporate culture. If required, I carry out an in-depth behavioural assessment to give you a deeper understanding of a candidate.
The hire
Finding a good fit is an achievement. But it’s not the result we’re all looking for. I want to help you hire your ideal candidate.
That means working closely with you and your candidate to coach you through the process. It means dealing with any questions or concerns as they arise. It means minimising risks in the final stages of the search so that you get the candidate you need and they get the role that they deserve.
The follow-up
I build long-term partnerships with my clients so my job doesn’t end with the hire.
I follow up with you and your new recruit regularly to check on performance, integration and satisfaction levels.
I appreciate his ability to do a DEEP AND THOROUGH ANALYSIS of short-listed candidates and to MATCH BUSINESS CHALLENGES AND CAPABILITY GAPS.
Timothy Manuel
VP Sales & Marketing, Dacia International
Optional on-boarding coaching
THE RIGHT PARTNERSHIP
A good relationship is essential. After all, we can only make positive progress if we trust one another and if our expectations are well matched. Because of this, I like to meet my clients for an introductory session before we commit to the coaching programme. It allows us both to ensure that our personalities and our attitudes to the coaching process are compatible before we begin.
