Our Approach
Needs analysis
Purpose
The purpose of the needs analysis is to enable us to obtain a clear picture and a broadly-based understanding of your company. We examine the organization’s functions, composition, quality and need for change as well as any special challenges that are embodied in the position.
Activities
We interview key personnel from the organization/board of directors and scan in all the written material that is placed at our disposal relating to your company and your line of business.
Significant results
The result of the analysis phase is a specification of requirements. The specification sets out powers and responsibilities as well as the critical inputs required by the position, and this produces requirements and wishes relating to the training, experience and personal attributes of possible candidates. The specification of requirements forms an important introductory dialogue in the recruitment process and must function as the control document and be approved by you before embarking on the search process.
Search process
Purpose
The purpose of the search process is to produce a selection of interesting candidates for the assignment.
Activities
Our responsible consultants and our research department jointly identify suitable search areas, sectors and companies. SIMS Head-hunting identifies and makes personal contact with those individuals who, on the basis of the specification of requirements, have a suitable background in terms of their ability and experience.
Significant results
A selection of candidates, who are then invited to an initial interview.
Interview phase
Purpose
Those candidates whose profile corresponds most closely to the specification of requirements are identified during the interview phase.
Activities
These interviews on the one hand provide more detailed information for the candidate about the company and the position concerned and, on the other hand, include a further assessment and charting of the candidate’s abilities, experience and deeper appreciation of the method of working and any management style, as well as ethics, morale and values and motivation for the assignment.
Significant results
Those candidates whom we consider to be most suitable for the position are identified. 2-3 candidates are usually presented for each position.
Candidate presentation
Purpose
The purpose of the candidate presentation is, on the one hand, to offer you an opportunity to provide a more in-depth description of your company and, on the other hand, to allow the candidate to give a personal account of him/herself.
Activities
A written and verbal presentation of all the candidates is given before the meeting. The written description consists of a small number of main points, the purpose of which is to provide a structure and guidance for a discussion about each candidate.
Significant results
Increased mutual awareness between the client and the candidate.
Decision process
Purpose
An assessment of the presented candidates is given as part of the decision process in order to identify the one or more candidates whom we, together with you, consider to be most suitable for the position.
Activities
We act as an adviser in a dialogue with you, and we apply our skill and experience to assist you in the decision process. The candidate whom we jointly find most suitable will normally be introduced to an additional one or two of your employees in order to become more familiar with the environment. As a supplementary input at this stage, one of SIMS’ registered psychologists may conduct a personal assessment of one or more of the short-listed candidates to obtain a more complete picture of the final candidate/s.
Significant results
First-choice candidate and reserve candidate selected.
Contacting references
Purpose
The purpose of contacting references is to refine and consolidate the personal assessment on the basis of the result of the in-depth interview. It also allows us to obtain a more fundamental description of the candidate’s previously achieved results and personal style. Debriefing takes place in person to a restricted circle (affected decision-takers), where the applicants’ integrity is also taken into consideration. The client receives an outline personal assessment that is clearly linked to the specification of requirements.
Activities
We normally take up 2-3 references following acceptance by the candidate. We will also conduct a credit search if this is requested by the client.
Significant results
Verification of choice of candidatesFinal negotiations
Purpose
Offer of employment.
Activity
A summary of all the decision data is given in a dialogue with us. The candidate who is considered to be most suitable is offered employment subject to the client’s terms and conditions. If required, SIMS’ Head-hunting function can act as a neutral party in the employment negotiations with the final candidate. Information is made available to all concerned.
Result
Appointment and starting date.
Follow-up
Purpose
To ensure that communication between the new employee and the company is functioning correctly and to minimize any lack of clarity or misunderstandings.
Activity
Follow-up normally takes place between three and six months and 12 months after the individual has taken up his/her employment. A follow-up interview is also held with the manager concerned. Feedback of relevant information.
Result
Positive working environment and good prospects of achieving the expected result.