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The Search Process    2/2

Following the Long List presentation to the client, potential candidates who are interested in the opportunity are contacted and invited to face-to-face interviews with our consultants. Within a very short period of time we are able to complete a Short List of those candidates for each position who, in our opinion, best match the client's specification.

To expedite the process, we propose to put candidates forward as they are identified rather than holding them in reserve until an entire slate is developed. Since the top quality people are presently employed and in high demand, it is best to evaluate them promptly rather than to run the risk that they will accept other offers, lose interest or become otherwise unavailable. There is no significance to the order in which candidates are presented. They typically do not get progressively better in quality.

The client is sent a detailed Confidential Report on all suitable candidates containing complete information on their background, qualifications, education, present position, responsibilities as well as our own references on all candidates and an explanation as to why we are recommending this person.

Following the briefing of the client on the candidate, a series of client-candidate interviews are organized by Bubenik Partners. To prevent any unexpected misunderstandings, we also make sure that each candidate is clearly and in detail informed about the nature and demands of the position. This is a very important stage for both parties and it is necessary that both parties are well prepared for the meeting. In this stage of the process as well as throughout the search, Bubenik Partners plays an important role as an advisor to the client for selecting the most suitable candidate for the position.

Following the client-candidate interviews, we update both parties on their respective reactions and results.

The Search Process ... 1/2
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