The Client
Welcome
The measure of our success at the market is the success of our clients. It is achieved thanks to high efficiency and confidentiality of our efforts mutual openness and full confidence given to us by both our clients and candidates.
Ewa Adamczyk
General Manager
Principles of Cooperation
The basis for our cooperation with the client is the creation of a long-term partnership in order to find the best suitable candidate available on the market and to build strong managerial teams. We treat each client individually—we use a proven methodology of searching for suitable candidates on the market, candidates who are likely to succeed in the given organization.
Methodology
The Executive Search projects are divided into successive stages, in which we have the opportunity to share our best recruitment experience with our clients.
Recognition of Needs
The initial phase of the project and a thorough analysis of needs are of key importance to the success of the recruitment process. We discuss the specific character of the company and the required candidate profile with the client. In our talks we use experience gained to date in order to evaluate required qualifications and expectations with respect to the given position in light of market realities. At this stage we define the scope of responsibility and the competency profile of the required person as well as the proposed employment terms.
Defining the Target Group - Identification
Based on the client’s expectations and preferences, we define a target group of companies where we will carry out our search while also using our network of contacts. Each potential candidate is considered in terms of the relevant experience, skills and cultural suitability with respect to the client’s organization. We establish direct and discreet contact with initially selected candidates, which is facilitated thanks to our long market presence. An extensive network of contacts and the confidence our candidates place in us enable us to effectively reach the most suitable persons with our offer. Over the course of identification, we consult initial candidatures with the client and modify our search according to additional or new information.
Interview
While carrying out in-depth competency interviews our consultants evaluate the group of both external and internal candidates, taking into consideration their experience, interest in the offer and motivation to change and to adjust to the organization’s culture. At this stage of the project it is the consultant’s knowledge of the client’s company and experience in evaluating candidates that is particularly valuable.
Recommendation of Candidates – The Shortlist
We present the client with only a selected group of candidates who meet his expectations to the greatest possible extent. After the meetings, the client shares his opinion regarding the proposed candidates with us. Those opinions are then confronted with the analysis conducted by our consultant. Our consultants assist the client in the process of selecting the best candidate, but it is always the client who makes the final decision. When presentation of additional candidates is necessary, an appropriate shortlist is presented promptly. Furthermore, we assist the client in organizing meetings, where our tasks encompass setting dates and taking care of travel arrangements, if necessary.
Checking References
Professional verification of references provides objective information on potential employees. References gathered by Naj International aim at creating a complete and objective profile of the candidate. While checking references, if so ordered by our client, we are able to verify the accuracy of the selection while maintaining complete discretion on the part of the employer company. If so ordered by the client, we also check references of candidates who our client would like to employ as part of his own recruitment processes.
Mediation
During the final stage of talks, we may mediate in negotiations between the client and the candidate with respect to the proposed and accepted level of remuneration. This is when our knowledge of the candidate’s motivation to make the final decision as well as our familiarity with salary levels are of particular importance.
Responsibility
Our cooperation with the client does not end when the selected candidate gets employed. We hold meetings with the client to sum up the recruitment process, gatter feedback and examine the level of client satisfaction . As part of consultations concerning the given recruitment process, we keep in touch with both the client and the candidate for a period which seems reasonable and acceptable by both sides. When necessary, we support the candidate’s process of starting a new job through an adaptation process. Formally, our liability for the actual effectiveness of the carried out recruitment process is reflected in the guarantee period whose length depends on the post filled.
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