Our Search Strategy

Through this process you can expect a comprehensive and effective search methodology that carefully defines the precise needs of each search and a transparent process for identifying, screening and selecting top-notch candidates

We explore further.

Our detailed corporate intelligence and robust search process enable you to acquire the very best people, not just the most readily available. Our focus is on finding passive talent and we employ cutting edge sourcing techniques that leverage online business/social networking sites, user groups/consortiums, blogs, industry & technology specific forums, networking and a strong referral based network.

Navigating the hiring process can be daunting for even the most seasoned managers, particularly if hiring is not their primary responsibility. We have found, time and again, that the organizations that lead the most effective searches have a clearly defined and strategic process outlined before they even begin.

We dig deeper.

This is what we refer to as a Search Strategy, and this strategy directly affects the efficiency and effectiveness of any search process. The Appello Group specializes in developing a unique search strategy for each and every search we undertake.

We collaborate with key internal stakeholders and decision makers and start looking at the needs of your organization or department and defining what the key functional responsibilities are that need to be included in order for your organization or department to succeed.

We go the extra distance.

We then determine what key competencies are required to fulfill those functional responsibilities. We look at your current staff and map their responsibilities and competencies to your needs. We then identify where the holes are that need to be filled.  Is there anyone currently in your organization whose role could be adjusted in order to meet those needs? If not, we work with you to determine the best possible profile to suit your need for a new hire.

By staying current on industry trends, issues and challenges, we’ve developed institutional knowledge and lasting relationships with leaders in specialty functional and vertical market disciplines across the business community. Our direct domain experience and commitment to continual learning gives us the flexibility to deliver just the right mix of consultation and market intelligence to meet individual clients’ needs and preferences.

 

 

His knowledge of the client, his ability to assess and match my skills to the job and his courteous and punctual communications were delightful.

~ Program Manager, Fortune 100 Banking

Some things to consider before engaging a search partner.

 

  • What are the key roles and responsibilities for the position?
  • What are the opportunities and challenges presented by the position?
  • What competencies are required for success in the role?
  • What organizational values would an ideal candidate reflect?
  • What kinds of people are generally successful in this organization and in this type of role?
  • What kinds of people are generally not successful in this organization and in this type of role?
  • What opportunities are there for career progression in this role?
  • What is the background of the ideal candidate for this role (e.g., educational background, professional experience, skills, cultural/personality characteristics)?
  • Where am I most likely to find the most suitable candidate?
Contact Appello Group