Our Search Approach

Our Middle and Senior Management Search approach

It is People Dynamics’s endeavor to offer our clients the quality of a retained search firm at the cost of a contingent search firm. In keeping with this stated objective, we follow a rigorous 8 step process to deliver the best results of our clients
1. Initial client meeting

our consultants meets the hiring manager to outline search requirements, timelines, future organizational strategy and mission, and get an idea of corporate culture.

2. Deeper role analysis

We will then begin a more thorough analysis of the role, identifying key opportunities for the new executive, and defining a candidate profile that fits into the corporate culture and organizational structure - often this stage includes meeting key executives at the hiring organization.

3. Market analysis and creation of a candidate specification

Following this step, our consultant will complete a deep analysis of the market and create a compelling executive job profile. Market analysis will outline the competitive environment and influence the type of executive the search firm will look for.

A team of highly skilled researchers are involved at this stage and results are documented and will be a reference document throughout the entire search process The candidate specification will contain detailed information about the role, responsibilities, the hiring client, key opportunities presented by the executive job, and outline career and educational requirements.

4. Search strategy

This is an internal stage where our team does a deeper analysis of the market, outlining key companies we wish to research for role, and documenting all avenues that will be exploited in order to gain access to the top talent in the marketplace. The research tools that form part of the search strategy will often include our own database, previously conducted market analysis, alternative internet sources such as social networks etc.

5. Name generation and candidate identification

A talent mapping or name generation exercise is now undertaken. Our consultants create an industry/function wide map of talent and long-list of potential candidates. After they have a number of high potential executives listed (sometimes 100+), they will begin to qualify  the potential targets and identifying whether they are suitable candidates.

6. Approach, qualify and interview to create a short list

The recruitment head will conduct a series of internal meetings to review progress and the number of potential candidates will be reduced to 10 at most. This shortlist is achieved through detailed interviews that discuss the specifics of the job, and explore the candidates’ background, competencies and interest in the role.

7. Presenting short list to the client and final selection.

People Dynamics does not present more than 5 candidates for any role that we take up. All candidate resumes will be accompanied by a simple to access candidate fact sheet with critical candidate information. The client then proceeds to do their own evaluation of the candidates either through telephonic interviews or face to face interaction. On a need basis, we also provide them with professional reference checks.

8. Offer and negotiation

After a series of interviews and consideration of external references, the client will select their preferred candidate and the process of salary and offer negotiation will commence. Often we act as a mediator in this process to ensure both parties’ needs are being met.

Finally, although the search has been successfully completed, we will continue to maintain close ties with the hiring client and hired executive to ensure long term satisfaction for both parties.

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