Search Design

As each search engagement possesses different characteristics, we customise each search project by mapping the market firstly. We determine where it will be most likely to locate suitable prospects, what industries or specific companies should we target and what positions can the suitable candidates occupy. We determine sources of information by utilising our extensive database (with information specialised on candidate search), our active up-dated and computerised files, our extensive contacts and network in the market, specialised publications, industry data and reports, internet sites etc.

We use a dedicated data-driven approach within the search design in line with the customer’s expectations with regards to the broader use of data to monitor performance and pools of candidates to optimise our chances of match during an active approach and analyse our own performance against relevant KPIs. We have a strong analytics culture and scientists to support a fully transparent data-driven performance management and continuous improvement process. We champion innovation in what we do and have a part of our staff time dedicated to simulating new technologies in the field of recruitment.

This, so far, has led to our established vast pool of diversly prequalified and specialized experts worldwide that we will target mainly to achieve optimized cost effectiveness and avoid unnecessary risks that may impact the financial or operational plan of the delivery. Our objective is typically to identify an adequate number of initially qualified candidates and to form a “long list” of a few potential candidates. Having reached a suitable “long list” the process moves to step 4.

Having identified potential candidates, we proceed to the evaluation phase. Important points of this stage are in-depth interviewing, assessing the candidates’ strengths and weaknesses, carefully comparing candidates’ credentials with the agreed profile, evaluating cultural fitness and rapport with the client organisation, regulatory and compliance checks, scrutinizing career advancement as well as examining their technical and work specific experience. Lastly their potential impacts on the organization, their motivation and other broader considerations such as personal circumstances (family, travelling, relocation, abilities, etc.)

  The team will firstly plan, produce, and organize selection stages with the candidates to analyse their responses prior to further stages of interviewing to filter out fit/unfit candidates and evaluate their technical capabilities and score them/rank them according to criteria matching the skillset, expertise and requests of the client. Ranking will variate throughout the stages until final shortlisting.
  Hylman’s exclusive partners, directors, and managers would then carry out the screening, interviewing, assessment and reporting. Needless to say, participants from the client/hiring Managers are always welcomed.
  The assessment reporting is extensive and includes in-depth information on past experiences, achievements, competencies, development areas, etc.
  Additional assessment is possible, upon the client’s request, using specially designed in-tray exercises that assist in identifying important managerial characteristics such as decision making, analytical skills, leadership skills, others.
  Detailed references (at least two) are discretely collected, upon Client’s request and candidate’s consent, from former employees, business associates or even social and academic acquaintances. During the time period of such an engagement the Client receives frequent progress reports, usually two, that include actions carried out, progress to date, suggestions for methodology alterations and approach redesign etc.

A senior recruiter from Hylman may pertain to hold workshop sessions may also taken place in several stages of the recruitment with varying objectives to further assess the candidates’ merits, teamwork, and other skills. This will be observed by Hylman’s recruitment team as well as the client’s team.

Meeting/Interviewing

Hylman’s Project lead and managers are available to be present in all phases of the interview process until the finalization of a job offer. High-calibre candidates of these levels are often in preferred positions within companies and therefore may not feel the urgency to pursue new opportunities. This is where the experiences, diplomacy and skills that Hylman’s leadership possess that are extensively R&D’ed to be able to most likely influence these talents to come to an agreement with the client. In the rare case that the Client does not feel confident to offer the job to any of the short-listed candidates, hereby acknowledging unsuccessful search of the candidates, Hylman will submit an additional short-list that follow the entire steps in a quick and efficient format.

This, however, can only take place provided that:

  1. the initially agreed profile has not changed;
  2. further clarification and agreement on the desired candidate profile have been made;
  3. all short listed candidates have been interviewed within two weeks from

submitting the short list and the decision on non-suitability has been communicated to Hylman within two weeks from interviewing and all invoiced fees have been paid. The re-searching/re-resourcing efforts will often be managed and/or supported by other teams in order to allow proficient allocation of resources to all necessary operations. All teams involved in a delivery redo for recruitment will be involved in the quality assurance efforts.