Company ClientsRECRUITING EXCELLENCERecruiting – Executive Search – Training & Development – Outplacement
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FOR COMPANY CLIENTS THE ISG-GROUP CLEARLY DEMONSTRATES A VERY TRANSPARENT APPROACH, WHERE FEEDBACK ABOUT THE PROGRESSION OF SEARCH PROJECTS REPRESENTS AN INTEGRAL PART OF THE ENTIRE RECRUITING PROCESS CHAIN.

FROM COMPLEX CONVERSATIONS ABOUT VARIOUS CANDIDATE PROFILES TO DETAILED COORDINATION OF "ON-SITE" CANDIDATE INTERVIEWS IN OUR CLIENTS' OFFICES AND FACILITIES, THE ISG-GROUP HAS STRUCTURED OUR RECRUITMENT PROCESS INTO 4 PRINCIPAL PHASES.

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KEY FACTORS:

Presentation of candidates within 4-8 weeks

Closing of assigments on average within 3-6 months

Placement and delivery ratio of approximately 99%

Over 85% of our business generated by returning clients

PHASE 1

FEE-STRUCTURE, PROJECT "KICK-OFF" AND BRIEFING WITH COMPANY CLIENT

  • Company introduction
  • Selection of the appropriate modular fee structure depending on client needs
  • Contractual due dilligence
  • Project "kick-off"
  • Job briefing with company client
  • Understanding of the role
  • Preparation of /or input on job description
  • Preparation of a target list together with the company client
  • Conversation about project time frame and milestones
  • Conversation about the desired client reporting and communication during the project

PHASE 2

START OF DIRECT SEARCH AND BASIC EVALUATION

  • First screening and search process to identify a larger number of candidates = approx. 60-120 first-stage candidates per single assignment (depending on the complexity of the given role)
  • Complex and integrated 1st-, 2nd- and 3rd-level search of candidates through:
    • first our individual company network
    • direct calls into market competition
    • through Social Media platforms and if necessary
    • by database research
  • Targeting and approaching of first suitable candidates who match the general job profile
  • Management of first individual introductory calls to present and promote the role and to clarify general interest and availability
  • Implementation of first complex feedback round together with our company clients, addressing the following areas:
    • Discusssions about the initial market echo and the reaction to the given job profile
    • Provision of the general availability of suitable candidates
    • "Does the Job description really reflect a profile that is realistically available on the market?"
    • Creation of a more realistic, revised version of the job profile in case the initial job description proves unattainable
    • Company target list adaption to the realistic market scenario

PHASE 3

CANDIDATE INTERVIEWS AND TESTING

  • Introduction of our search company to interviewed candidates
  • Handing out the job description to selected candidates
  • General conversation about the role
  • 360° degree screening of the candidates' career dossiers and CVs
  • 1st-, 2nd- and 3rd-stage interviews with suitable candidates
  • Proof of single candidates' references = conversation with former employers if possible in order to complete the "big picture"
  • Evaluation of psychometrical tests
  • Personal attendance at assessment centers
  • Coordination on further and more detailed assessment methods if needed and appropriate

PHASE 4

PRESENTATION OF FINAL CANDIDATES, PLACEMENT AND FEEDBACK

  • Presentation of a hand picked pool of 3-5 candidates
  • Complex conversation about the different candidate profiles
  • Coordination of the whole "on-site" interviews process (2nd and 3rd and 4th stage of "on-site" interviews)
  • Coordination of the entire travel management (the concrete booking of flight and train tickets remains the responsibility of the client)
  • Feedback talks with the client concerning the different stages of "on-site" interviews
  • Contractual assistance with the final candidate if appreciated
  • Placement of final candidate and feedback on candidates' performance after notice period
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