Professional Search Process
When you choose Management Search WorldWide to
find high quality candidates, you can be assured
of the best customized solutions to your requirements.
We adopt the following process:
- Research and Search
- Candidate Presentation
- Candidate Preparation
- Client Preparation &
- Offer Negotiations
- Transition Assistance
- Ongoing Relationship
Search Process: Planning
Working closely with you and your leadership
team, we first work through needs analysis and
develop a complete understanding of your organization's
needs of the moment, and culture. We then work
through the specific hard and soft requirements
of the role and position to search.
Specific team culture, goals, objectives, reward
schemes and detailed challenges for the role are
discussed. In the process, we will offer constructive
comments and feedback on the job requirements
build-up and specifications sheet, ensuring they
meet your potential candidate's needs and ultimately
your organization's needs.
Search Process: Research and Search
With job specifications clearly defined and timelines
agreed upon, we contact and profile the opportunities
to potential candidates. These would incorporate
a host of various avenues of research and search,
from database searched to talking extensively
to our own rich network of contacts.
A suitable list of possible candidates will be
identified for more in-depth subsequent discussions,
out of which we will funnel-in to selected persons
and perform various performance and reference
checks along the way.
Search Process: Candidate Presentation
It is our practice and habit to maintain close
dialogue and contact with our clients for mutual
updates and continual alignment of the job specifications
against the backdrop of "changing-by-the"
day business and corporate objectives in the client
Short-listing is close coordination with you,
we work with you to schedule interviews. In the
process, we also help you handle issues, such
as long-term career desires, commitment, family
considerations, offer, candidate feedback and
Candidates are then arranged for interviews at
mutually acceptable times and locations.
Search Process: Candidate Preparation & Debrief
We strongly believe in preparing a candidate,
and will ensure the candidate is sufficiently
briefed on the background of the company and the
opportunity to maximize the benefit of the interview
at different stages. We also conduct post-interview
assessments with the candidate.
These two activities allow us to know the specific
responses and various other important "vital
signs" at the initial and subsequent stages
of interviews, with different managers. It allows
to know the "highs and lows" of interest
levels, and helps tremendously in expectations
management along the way.
Search Process: Client Preparation & Debrief
We assist the interview by providing you with
the relevant "hot buttons" or motivational
aspirations of the candidate to ensure that all
concerns of the candidate are appropriately addressed.
Feedbacks after the meetings are also gathered
and communicated to ensure mutual understanding
of pertinent factors.
This is our way of building continual mutual
interests and facilitating new bonds of relationships
along the way. We can then assist in the selection
of candidates into the next stage of the selection
Search Process: Offer Negotiations
Once a "right" candidate or candidates
are identified in terms of fit of experience,
potential, values and culture, we add best value
by assisting or even owning the actual offer negotiations
along with your designated manager or HR.
If you have no objection to us being your mediator
in your offer to the candidate, we can test out
specific parts or whole offers to the candidate
before the actual "verbal offer" is
extended. This helps our clients in gauging actual
interest levels against components of a complex
Once genetic acceptance is established, our clients
can then make the actual "verbal offer"
and subsequently the "paper offer" with
agrees start dates.
Search Process: Transition Assistance
Many deals break at this stage because of new
developments in the candidate's current workplace.
We constantly work with the selected candidate
on effective resignation and counter-offer deflection.
As we usually work with candidates on their prime
motivations of wanting a change, we provide a
strong support and counsel to executives making
this crucial career transition, sometimes for
the very first time in a long career stay. Let's
face it, if the candidate is good and worth the
money, he is worthwhile for his current employer
to think about counter-offering him to stay.
If relocation is required, we will work with
you and the candidate on a suitable program, and
assist in relocation issues with necessary professionals.
Search Process: Ongoing Relationship
Our relationships and contacts with the candidate
continues into the new job, as the person makes
the necessary incoming adjustments. This usually
entails maintaining ongoing contact subsequent
to and after the candidate's commencement date.
In this matter, we act as the main source of
feedback to the hiring client until both parties
have had the opportunity to build similar relationships.
Our clients have found this to be particularly
useful in the first 30 to 40 days of a new hire.