We utilise three key processes to identify suitable candidates.

• Search/Headhunting: scanning the market through our research to identify suitable candidates and then approaching individuals confidentially on our clients’ behalf.
• Advertising/Selection: Placing an advert in a print/electronic media of our client’s choice.
• Networking: Tapping into our network by contacting individuals we know and respect in the industry and confidentially sourcing leads.

The Research Process is split into three tiers:

1^st Tier: In-depth Research into the Market:

• We target specific companies and identify prospective candidates within this target market as well as gathering information on all the structures of each department within specified target companies.
• Once this has been completed, we present a comprehensive report on the potential list of candidates, highlighting gender, race and designation.

2^nd Tier: Headhunting into the Market:

• Candidates are confidentially approached on your behalf for a one-on-one discussion using targeted selections interviewing methods.
• We draw up a shortlist of no more than four candidates and present this to the client with a detailed CV of all candidates.
• We then facilitate the interviewing process for the client.

3^rd Tier: Appointment of the preferred candidate:

• The final phase we assist the client so that the candidate maintains interest in the opportunity as well as dealing with possible counter offers.
• We play a key role in the negotiations around salary and benefits.

Global Search Consultants applies a percentage of the successful candidate’s total cost to company package. Our intention at Global Search Consultants is to find you the best possible candidate, to benefit the organisation.

Please refer to our standard terms and conditions document.

• ID/Passport verification
• Credit verification
• Qualification verification
• Criminal verification
• Work permit verifications
• References from previous employers

We are able tailor make these checks to suit our client’s needs, as our verification service offers local and international verification options.

Due to the current economic climate, we understand this is the most sought-after method of recruitment so we combine a Head-Hunting approach but with a contingent fee, i.e., payment of finding the successful candidate. This is a very generic recruitment process in which the client will give Global Search Consultants job specifications for their requirements. Global Search Consultants will through various methods find the necessary skills in the South African and African Markets. This method relies on Database, Networking and general industry knowledge. Again, payment is only due on start date of the successful candidate.

We generally contact and network with about 60 people for every role we are entrusted with. We believe that the “fresh” search for new talent ensures that we are constantly building skills and creating opportunities for more talented individuals. Another reason for our new search is that it ensures that we do not operate from an outdated database in which contact details and current employment details are not always up to date, as this wastes time and is not always viable.

Many clients entrust us with an external talent mapping exercise for specific roles or job families.

This allows for the identification of current and future talent gaps, what skills are available in the market/s and the price tag for the talent.

This aids our client to prioritize future recruitment processes with the information readily available.

This information can be extremely insightful to the prospective employer for several reasons i.e., mapping of talent pools allows you to know exactly where the candidates you require can be found – be it in competitors or the niche markets. The exercise also enables more accurate budgeting, salary benchmarking as well as insight into the employer branding – what candidates think of the organisation – would this be a place they wish to work?