As a client, you get our 5-stars rating doing this

  • Post published:24/02/2021
  • Reading time:3 mins read

As a client, you get any headhunter’s 5-stars rating when you go about a new search and recruitment with these steps.

One of my many repeat clients has asked us to headhunt candidates for a senior executive position for their business in Thailand. This is still an on-going executive search at the time of writing this.

Here is what a pro-active and well-prepared client did… doing

A 2-hour meeting with the Regional HR Director and myself at their office. Including lunch and tour of the office and premises.

  • Hand-outs of organization charts and other company profile information for us to create a strong attractive Employee Value Proposition for marketing to potential candidates.
  • Received a detailed Job Description which we went through point by point to align the must-have with the nice-to-have skills and experiences.
  • Meetings one-on-one with these other three executives in the management: Regional Sales & Marketing Director, the Technical Director, and the R&D Director. Purpose: to get their input on what technical skills but also the personality that would work best in their opinion.
  • The following week, conference video calls with four more stakeholders to take their briefing: a Vice President at the head office overseas and the immediate superior of the position, Country Director China, Country Director India, and the incumbent here in Thailand who will retire later this year.

During the search for executive candidates

We have been kept informed about changes in the Job Description and other relevant updates along the way –  they have been few but important.

  • After presenting the shortlist of candidates, an immediate response from the client with comments and availability for first-round interviews.
  • Candidates reported to us that the lobby receptionist must have been informed beforehand because the welcome was very personal and respectful.
  • The candidates also commented on the structure of the interview as well an informative presentation of company and job. And there were no interruptions during the interview.

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Tom Sorensen

Tom Sorensen is an executive search veteran with over 25 years of experience recruiting in Asia, Europe, and Africa. He has worked in executive search in Thailand since 2003 and is recognized as one of the country’s top recruiters and most profiled headhunters.