Our Search Process
   

Thank you for taking your time to learn a little bit more about the internal workflow at Advantage Williams.

Please find below the standard search procedure at Advantage Williams. It provides a framework for our consultants to carry out search assignments and also ensures the highest quality of our work. A certain amount of information contribution from the client will be required. However, as we believe that every search assignment is unique, we are flexible to adjust our search process to your individual needs.

Our Search Process
 
Initial Briefing
Each assignment begins with an initial briefing from the client during which the key parameters of the search are agreed and documented. Consultants then carry out an assignment study with key personnel involved in the assignment to discuss refined issues and gain greater insight into environment, culture and priorities.
 
Role Specification and Criteria
We then draft and submit a position and candidate specification for the client to approve. The document describes in detail the company, the role, responsibilities, goals and key challenges of the position. It also summarizes the experience, qualifications and competencies required for success. These key competencies, a combination of skills-set, knowledge, abilities, availability and attitudes, form the basis of our assessment of potential candidates throughout the search process.
 
Search and Screening
Having defined the key selection criteria with the client, we continue our targeted research into companies and sectors to find those best qualified for the role. Using our proprietary database and personal contacts we speak to sources familiar with those companies and industries to seek relevant candidates On the basis of our research, we approach potential candidates on an informed basis. Once we determine that an individual is both qualified and interested in the role, we meet in person for further evaluation.
 
Face-to-Face Assessment
Before presenting any candidate to the client, we conduct a rigorous competency-based interview. Each candidate is assessed and validated against the position specification and a report and recommendation are prepared for the client’s considerations.
 
Reference Check
After the client has selected the preferred candidate, our consultants conduct thorough referencing to further measure and assess competencies, strengths and weaknesses, and to provide our client with external views of the individual. When an offer is made to a candidate, our consultants are available to participate in any negotiations. Unsuccessful candidates are courteously and promptly informed.
 
Quality Survey
Finally we conduct a detailed client satisfaction survey after every search assignment. We actively seek feedback, identifying any issues from which we can learn. With this we are able to improve the quality of our service to our Client with future assignments.
We retain an interest in the executives we have helped to recruit well after they have taken up their new positions. We make ourselves available to the client and the successful candidate to help with orientation and integration.