Growing Leadership and Devising Effective Solutions®

Talent Acquisition

Talent Acquisition

GLADES Consulting specialises in international recruitment services for global clients with contingency and/or tactical human resource requirements. We headhunt, recruit right talent in the most effective method within a short time frame. We map industry and candidate of a specific talent that not only fits in the role and responsibilities but we also ensure cultural fit.

Write to us at info@glades-group.com or call us at +9714 2886171 for more details...

Talent Acquisition Process

CONSULTATION: What is the goal?

Within the framework of recruitment process, a comprehensive consultation is directed. The basics of the requirement are discussed in this session and the subsequent points are reviewed:

  • The organisation of the client, as well as its philosophy and strategy
  • The vacancy to be closed and the profile needs
  • The range of responsibility, the organizational duties, strategic responsibilities, and the reporting channels of the vacancy to be occupied
  • The financial scope and benefit package of the available vacancy
  • Additional info related to the position, which are valuable while conducting interviews with competent candidates
  • The important group of people, which should be thoroughly involved in filling the vacancy over and done with contribution in interviews and job interviews
SEARCH SUMMARY: Who we intend to seek?

We craft a search summary, which defines the professional and personal attributes of the ideal candidate and their core competencies, based on the consultation. This summary covers:

  • Portrayal of the organisation
  • Job profile and description of the available vacancy
  • Strategic responsibilities and objectives of the post
  • Professional and personality-specific prospects on the candidate
  • Professional needs and the ideal phases in career development
  • Experiential emphasis of the ideal candidate
  • Desired core competencies of the candidate

We harmonise this search summary with the client. It consequently turn out to be a mandatory structure for the search process.

HEADHUNT: How do we find interesting candidates

Each assignment that we take gets backing from a professional head-hunters. Head-hunter and consultant identify target industries and organisations, discuss about individual prospective candidates, and head-hunting strategies. Consultant and head-hunter frequently exchange data that they have collected from discussions with their negotiation associates and about people who are seeking a fresh professional challenge.

INTERVIEWS: How do positions and candidates’ match up?

Each assignment that we take gets backing from a professional head-hunters. Head-hunter and consultant identify target industries and organisations, discuss about individual prospective candidates, and head-hunting strategies. Consultant and head-hunter frequently exchange data that they have collected from discussions with their negotiation associates and about people who are seeking a fresh professional challenge.

ONBOARDING: What happens after the candidate is engaged?

On request by the client, we also function as a skilled, fair negotiation partner to support the on boarding process and the integration of the new employee. After finishing the several-weeks long recruitment and selection process, we know the organisation and the new employee are therefore able to promptly address the challenges that may arise in integration or other procedures, and offer support in solving them.

LONG-LIST: Who is a suitable candidate?

We prepare a bucket list of those people who we consider the ultimate candidate-substance for the vacancy offered by our clients, and who are the best fit to the search summary. In a dialogue with the clients, we discuss about the candidates on this list and their strengths, competencies, abilities and weaknesses in regard to the available post. The clients successively go for the candidates, whom they would like to meet, and we update the search summary with any further benchmarks that the clients considers relevant.

SHORT-LIST: Who gets to meet the client?

We collaborate with the client to shortlist those candidates who the client wants to meet. On request by our client, we individually shortlist 3 to 5 candidates who we consider are the best fit for the job.

CANDIDATE DOCUMENTS: What information does the client receive?

Within the framework of recruitment process, a comprehensive consultation is directed. The basics of the requirement are discussed in this session and the subsequent points are reviewed:

  • The organisation of the client, as well as its philosophy and strategy
  • The vacancy to be closed and the profile needs
  • The range of responsibility, the organizational duties, strategic responsibilities, and the reporting channels of the vacancy to be occupied
  • The financial scope and benefit package of the available vacancy
  • Additional info related to the position, which are valuable while conducting interviews with competent candidates
  • The important group of people, which should be thoroughly involved in filling the vacancy over and done with contribution in interviews and job interviews
JOB INTERVIEWS: How do the client and candidate meet?

We endow our selection of candidates to our client in an early meeting. We normally provide our expertise at every follow-up interview between the client and the candidate, to help our client in assessing the candidate, to harmonize the communication between the parties at each meeting, and to arrange a professional conclusion of contract.

REFERENCE CHECK: what others have to say about candidate?

In the event of strong common interest, we top off the assessment of talented candidates with reference checks and at least two individual reference interviews with feedback by the independent reference providers. These can be previous direct superiors and colleagues. We will provide written documentation of the references on request by the client.

HIRING DECISION: After the “yes” moment, what’s next?

Within the framework of recruitment process, a comprehensive consultation is directed. The basics of the requirement are discussed in this session and the subsequent points are reviewed:

  • The organisation of the client, as well as its philosophy and strategy
  • The vacancy to be closed and the profile needs
  • The range of responsibility, the organizational duties, strategic responsibilities, and the reporting channels of the vacancy to be occupied
  • The financial scope and benefit package of the available vacancy
  • Additional info related to the position, which are valuable while conducting interviews with competent candidates
  • The important group of people, which should be thoroughly involved in filling the vacancy over and done with contribution in interviews and job interviews
ONBOARDING: What happens after the candidate is engaged?

On request by the client, we also function as a skilled, fair negotiation partner to support the on boarding process and the integration of the new employee. After finishing the several-weeks long recruitment and selection process, we know the organisation and the new employee are therefore able to promptly address the challenges that may arise in integration or other procedures, and offer support in solving them.

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About Us

We design, develop and deliver cutting edge leadership, management  and development  training courses and  programs that address the real needs of individuals, teams, groups and organisations across the business and NGO sectors. We work on select engagements where we feel there is a mutual fit and likelihood of success. Our approach is geared towards creating visible value impact. We also understand the core philosophies and principles that develop people and companies. We'd like to share them with you and your organisation. Find out more click here