The consultants working on the engagement are best prepared to present the prospect in a persuasive way, articulating the nuances of the position and commenting – eloquently on the civilizing aspects of the client organization. Given the background of our consultants, our commitment to managing long-term candidate relationships

When interviewing candidates, our consultants maneuver away from narrative interviews that simply retrace a person’s accomplishment. Instead, consultants focus on the “how” questions, following our competency based interviewing model. Answers to these questions can be windows into the individual’s behavioral characteristics.

The second major point of influence in a search is converting a mutual “fit” into an authentic hiring. In the war for talent, an accomplished and astute approach to a search completion can make the distinction between success and failure. Since our consultants invest in the relationship with candidates through every step of the search procedure, they are better able to monitor and address concerns about the job or the realistic and individual aspects of transitioning as they arise, minimizing barricades to closure at the final stage of a search.

Our consultants are avid about assuring that hired candidates make a positive impact that exceeds our clients’ expectations. We follow up with candidate and client at regular intervals to check on performance and fit. The consultants’ diligence in this regard stems not only from professional pride but also from their long-term outlook toward clients and candidates.