Hi I’m Maurice Gilbert, and I am the CEO, President, and Founder of Conselium Executive Search. My company’s main focus is placing legal, regulatory, and compliance professionals with companies that are seeking their specific expertise.
I’m going to be talking about taking and understanding job criteria with a client. This happens to be one of the most important aspects within the search cycle because if you don’t have a great understanding of what the client’s expectations are, it is difficult to hit the mark.
Today’s topic is candidate sourcing. Our last video discussed developing the profile of the candidate first with a client. We asked questions such as “What will this professional bring to the table both from a technical perspective as well as the soft skills.” So once that’s developed, then internally our team gets together and comes up with a strategy. Some strategies we use to find the professional the client is looking for, include industry, competing companies and location. Are we going after a talent from a direct competitor? Where are we going to find that professional? Is it New York City? Is it in the Midwest?
Our previous topic was about qualifying the candidate for the opportunity and today we will be focusing on the actual interview process of putting the candidate and the client in front of one another. This process consists of not only preparing the candidate but also preparing the client for the interview process.
Let’s begin with the candidate. When we talk to the candidate about the interview process and what to expect, there are several components the candidate needs to be prepared for.
Today’s topic is going to be the offer itself. What has lead to this is the actual interview process; the client has identified whom they want to extend the offer to.
