Although a significant proportion of our work is
executive search, we use a variety of different techniques for sourcing candidates:
Database search / contingency recruitment
With nearly 20 years experience in the Asian recruitment market, allied with
the highly sophisticated research techniques we use, our database includes a very large number of the people working in the markets in which we operate
(Banking, Finance, Energy and IT).
Consequently, we often don't need to go beyond our database to find
candidates to fulfil recruitment requirements, which can save our clients significant amounts of time and money.
When we talk about "our database" It is important to recognise that this
database is a lot more than simply an impersonal list of contacts, it is a constantly managed
series of relationships. The quality
of these relationships with our candidates, based on regular contact whether or not they may be currently looking for a new job, leads to high levels of
repeat registration and referrals.
This has resulted in the most comprehensive and continually expanding
database of relevant candidates for our target markets, which means that in many cases, we immediately have a number of high quality candidates in response
to a specific brief.
Executive search
Even if our database does immediately provide a number of excellent
candidates for an individual assignment, we nearly always do specific research to make sure that some of the best candidates don't slip through the net.
As part of this research, we carefully analyse the market, identify all the
professionals who could do the job, then narrow the list down by finding the best possible fit for our client. Often these professionals are not looking to
change jobs, for very good reasons, which we totally respect. We treat each as an individual and seek to explore their background, career path to date and
their personal goals. If their experience and goals are in line with the role and they are willing to have an exploratory meeting, we make the necessary
arrangements. This process is very sensitive to the situation of each individual we speak to, but is also sensitive to satisfying our clients' needs by
supplying the right talent in the shortest possible time.
The search process we adopt is as follows:
Define the role
Company evaluation and analysis
Define parameters and requirements
Create job specification
Agree measurable plan of action
Identify the whole universe
Targeted companies
Targeted markets
Geographical parameters
'Long list' of relevant candidates
Research phase
'Snapshot' of all relevant candidates
Skills and experience analysis
Review job specifications if necessary
Fine tune research
Approach, screen and pitch
Shortlist of candidates to approach
Discuss the position and assess candidates' suitability
Present candidates' profiles
Benchmarking
Interview
Client pre-interview briefing
Client interview
Client assessment and feedback
Reference checking
Offer stage
Managing candidates' expectations
Counter offer coaching
Provide employment advice
Follow up
Network search
For senior level appointments, in addition to our database and executive
search techniques, we often choose to network with people we know, to cast the net wider, to bounce ideas and to seek referrals face to face, as part of the
search process. This is when the quality of our relationships is so valuable as not only do we know most of the key figures in the markets in which we
operate (Banking, Finance, Energy and IT), but they also trust us and will therefore take our calls and listen to us. This helps us satisfy senior level
briefs very quickly.
www.tomanynoble.com
Our website is extremely effective in attracting quality candidates to
register with Tomnay Noble. Its success is a direct result of the time, money and knowledge we invest in the site:
- We have recently commissioned a new design, even better content and
functionality and adopted the most sophisticated data management software tools available.
- We actively market the site both on and offline, including keyword
sponsorship and search engine optimisation
- We update the site continually and emailing news of new content is
extremely effective in generating site traffic, job searches and registrations.
A feature of the site worthy of mention for clients in particular is
"Featured positions". This allows specific job opportunities to be featured in considerable depth and to be linked to directly from the home page. As you
expect, this makes candidates much more likely to find out about the job in question and featured positions attract over twice as many responses as regular
jobs on the site.
Advertising
Advertising specific positions is still an effective way to source
candidates and invest in our brand. In addition to our website, we advertise on other specialist websites, as well as in traditional media.
To get a flavour of the way in which we have tackled specific recruitment
briefs, why not visit success stories, or, for more information on any of these sourcing techniques,
please call Sue Krishnan
skrishnan@tomnaynoble.com
on +65 6303 2650. |
