Approach

Our methododology secures top leadership and executive talent via a thorough, diversity-focused, compliant and confidential process to boost organizational performance.

Headhunting Process

Legales' headhunting ensures optimal executive hires through a structured and comprehensive process that prioritises diversity, legal compliance, and confidentiality, leading to enhanced organisational performance.

Key Points

Structured Process: Define roles, understand client needs, and source candidates through thorough market research.

Comprehensive Evaluation: Conduct multiple interview rounds, reference checks, and competency tests.

Prioritised Values: Emphasise diversity, legal compliance, and confidentiality at every stage.

Key Benefits: Objective evaluations, improved decision-making, increased candidate confidence, and efficiency.

By adhering to a meticulous and values-driven approach, Legales' headhunting process ensures fair, effective hiring decisions, resulting in stronger leadership and better organisational outcomes.

Methodology

  • 1 – Preparation

    Define Role: Create job descriptions, identify key competencies, and develop a skills matrix.

    Client Needs: Understand client requirements, prepare profiles, and determine search strategy.

    Target Candidates: Conduct market research and list target candidates.

  • 2 – Sourcing / Screening

    Candidate Search: Utilise internal promotions, search firms, and networks.

    Review Applications: Shortlist based on CVs and cover letters.

    Preliminary Interviews: Conduct initial phone or video interviews.

  • 3 – Assessment / Evaluation

    Interviews: Use structured, behavioural, and competency-based questions.

    Testing: Assess personality, values, skills, and competency relative to the client team.

  • 4 – Selection and Presentation

    Interview Rounds: Conduct multiple interview rounds with HR, senior executives, and key stakeholders.

    Shortlist and Report: Create a shortlist and report on top candidates.

    Client Interviews: Facilitate final interviews and candidate selection.

  • 5 – Decision making and onboarding

    Reference and Background Checks: Validate candidate backgrounds.

    Panel Discussion: Evaluate and rank candidates.

    Offer and Negotiation: Extend and negotiate job offers.

    Post-Hire Support: Assist with contract negotiations and provide feedback.

Key Considerations

Diversity and Inclusion: Promote diversity and avoid biases, implementing measures to attract candidates from diverse backgrounds.

Compliance and Legal Considerations: Adhere to UK employment laws, including equality and anti-discrimination laws, ensuring data protection and confidentiality.

Cultural Fit: Assess alignment with the company’s culture, values, and long-term vision.

Communication: Maintain clear and consistent communication with candidates throughout the process to ensure a positive experience.

Confidentiality: Handle the process with a high degree of confidentiality, crucial for executive or sensitive roles.

Stakeholder Involvement: Involve key stakeholders in the decision-making process to ensure comprehensive evaluation from different perspectives.

Ongoing Support and Relationship Building: Post-hire, provide assistance with negotiations and maintain a network with candidates to foster strong client relationships and a talent pool for future needs.

  • 1. Objective Evaluation

    Utilises skills and competency matrices to reduce biases.

    Conducts efficient candidate evaluations through market research and structured interviews.

  • 2. Enhanced Decision-Making

    Employs data-driven insights for informed decisions.

    Involves clients in the process to ensure optimal candidate alignment.

  • 3. Consistency and Fairness

    Standardises processes to evaluate all candidates equally.

    Ensures legal compliance to minimise discrimination risks.

  • 4. Identifying the Best Fit

    Defines profiles and strategies to match candidates with company values.

    Assesses cultural fit to align candidates with the company's vision and values.

  • 5. Increased Candidate Confidence

    Maintains clear communication to enhance candidates' experience.

    Promotes transparency to build trust and encourage offer acceptance.

  • 6. Efficient and Effective Process

    Streamlines workflows to save time and resources.

    Offers time and cost efficiency by allowing clients to focus on core activities.

  • 7. Improved Onboarding and Integration

    Prepares thoroughly for smoother onboarding and quicker integration.

    Involves stakeholders to gain support and endorsement.

  • 8. Enhanced Organisational Reputation

    Reflects professionalism and commitment to quality.

    Leverages market expertise for long-term client success.

  • 9. Access to Diverse Candidate Pool

    Broadens talent access to ensure a diverse and qualified pool, including passive talent.

  • 10. Confidentiality and Discretion

    Maintains high confidentiality to protect interests in executive or sensitive roles.

  • 11. Ongoing Support and Relationship Building

    Provides post-hire support and feedback to foster strong client relationships and maintain a talent pool.