Recruitment and Selection Assessment

Search Approach and Methodology

1. Criteria Development

Success in the recruitment process depends on developing a clear and substantial set of selection criteria. Such criteria guide the sourcing strategy, provide a screening template and are essential to effective assessment/selection of finalist candidates. We want to gain a clear understanding of the role and expectations for the position, the culture of the organization and the interpersonal “chemistry” that will ensure a good fit.

Once we have gathered all the requisite information, we will prepare for your approval a “Search Profile”. Your approval of this Search Profile will initiate the issue of our first invoice. Our second invoice will be issued in 30 days or upon presentation of a “long list” of candidates, whichever of the two occurs first.

2. Candidate Sourcing

In discussion with you, we will determine the scope of the search and develop a sourcing strategy to meet your requirements. We employ a variety of techniques to fully explore the target market and build a strong candidate pool.

Research & Direct Marketing

We conduct research using industry or professional directories, association rosters, and national computer databases, plus our own networks and database. Our research will identify individuals employed in appropriate roles who may be personally interested and/or able to provide constructive leads and referrals. We build a contact network listing from the research then follow up with each person and those referred.

Media Advertising

Depending on the situation, we may recommend the placement of electronic and/or print ads to increase visibility for the opportunity and to develop a broader candidate pool. In addition, we contact relevant professional and industry associations to explore distribution of the opportunity announcement to members, as appropriate.

3. Candidate Screening & Initial Interview

External candidates are screened against the approved selection criteria and a long list is selected for interviews by our consultant. For all candidates, we conduct a comprehensive structured behavioral descriptive interview.

We then rank the interviewed candidates against the criteria and reduce the qualified pool to a short list for your consideration. Our interview notes and impressions are summarized for each candidate and presented to you, along with their resumes.

4. Client Interviews

We will co-ordinate the client interview process; provide sample interview questions; participate in the formal interviews for all candidates; guide an initial assessment of each candidate against the established criteria; and assist in selecting "finalist" candidates.

5. Employment Offer and Project Close

Once you have selected the successful candidate and prior to you making a final offer, we are available to assist in preparing, communicating and/or negotiating the offer of employment, depending on your particular requirements and preference. This will ensure that the official offer of employment is accepted. At this time, we will also complete the due diligence process. Once the offer of employment is made, we will initiate our third and final invoice.

6. Due Diligence Process

Once you have identified the finalist candidate, we will proceed to the last phase of the search process, which involves validating our impressions of the candidate and verifying their capabilities. Our due diligence process involves three activities:

Reference Checks

We conduct comprehensive “360-degree” references, seeking information from past bosses, peers, subordinates and external stakeholders. Our reference technique is exceptionally thorough and effective in gathering relevant information about the candidate. Our interview questions are based on the approved criteria and any notable observations or concerns identified in the interview process. A written report is prepared to summarize the information gathered from each of the references.

Psychometric Assessments

To deepen a further understanding of the finalist candidate(s), we offer application of selected psychometric assessment instruments to objectively identify and measure the leadership, interest and interactive skills that will impact on a person’s ability to be effective in the job and a fit within your organization. All assessments are conducted by our in-house chartered psychologist or other certified professional staff within our practice.

On-Site Informal Meeting

We encourage clients to invite the finalist candidate to visit with the organization for informal meetings with key stakeholders who will work with the successful individual.

These meetings provide an opportunity for the candidate to explore the opportunity more fully and learn more about the organizational culture. Our experience shows that this final step is critical to ensuring the best possible “fit” and providing a foundation for developing successful relationships.

7. Candidate Orientation & Follow Up

As part of the process to ensure the new relationship is successful for both parties, we like to meet with the successful candidate prior to or shortly after he/she commences employment to share our observations on the organization and the opportunity developed during our search activities. This orientation provides valuable context as the person begins to interact with members of the organization. We also follow up with you and the successful candidate periodically during the first year of employment to ensure the relationship is positive and expectations are being achieved.

Project Schedule

A full executive search process normally requires a minimum of 10-12 weeks to undertake, from commencement to offer, depending on timing and availability of resources. If it is at all possible, we will shorten this timeline. We will update you on a weekly basis on the progress of the search process.

Performance Guarantee

We expect to be held accountable for the quality of our work. If you engage us to perform the full search process, we offer the following guarantee:

"Should the successful candidate be terminated by you within an agreed period following commencement of employment for any reason that reflects on his/her competency or suitability for the job, Mastel Associates Ltd. will immediately begin a search to find another suitable candidate at no professional fee cost to you."