1. Study of the context for the position
2. Definition of the position and the candidate profile
6. Interview of candidates by your company
7. Checking of professional references
9. Signing of the contract and integration of the candidate
1. Study of the context for the position
This first stage is of utmost importance for the entire search process. It enables us to gain a better understanding of your company’s structure and objectives, as well as its culture. Additionally, it gives us the opportunity to have an in-depth exchange with you on the context and environment for the position to be filled.
2. Definition of the position and the candidate profile
As your specialised consultant, our objective is to provide you with professional support for the definition of these key elements: the relevance of the job’s positioning, specific job responsibilities of the position compared to other environments, remuneration and compensation, potential target profiles identified through our knowledge of the market, etc.
The job description and candidate profile constituting the basis for our search. These are specified at the beginning of this proposal. It is possible to bring subsequent modifications during the recruitment process, if necessary.
Our firm is committed to respect the ethical code inherent to the profession, as well as to complying with all legal provisions concerning data privacy for candidates and non-discriminatory employment practices.
We take great care to ensure that every step of the recruitment process employed by our consultants, – from the definition of the sought-for profile to the actual hiring of the candidate – are exclusively focused on the candidates’ skills so as to provide you with the best profiles, and to guarantee fair and equal treatment for all candidates.
Our procedures expressly exclude the use of any personal criteria, and specifically forbid those reasons which are prohibited by Article 11 of the Belgian constitution
In the context of this recruitment, we recommend the following approach:
Direct approach of candidates.
Our in-depth knowledge of the fabric of the economy as well as of the jobs and sectors in which we are specialised, enables us to identify and then approach executives who have never initiated a recruitment contact with our company, and who seem to be especially suited for your position. We can, then, in complete confidentiality, propose your opportunity for a professional change.
The types of methods used for the direct approach to candidates are:
• The use of recent alumni directories listing the contact information and jobs held by Top Managers
• The analysis of organisation charts of targeted companies, and the creation of scenarios which would enable making contact with their employees.
• Contacting known candidates so as to be put into relation with targeted profiles coming from their own professional and personal networks.
Direct approach using our extensive candidate database:
Our database contains an incomparable pool of talent. The high number of identified candidates enables us to scan a broad spectrum of educational backgrounds, career tracks, job experience, and skills. In Belgium, the Michael Page database comprises approximately 93,000 profiles.
This tool includes all the features of a high-performance information system enhanced with cutting-edge search functions (keywords, multiple search criteria).
Consultation of outside candidate CV boards:
This approach allows us to provide you with the additional advantage of access to the main candidate CV boards and, consequently, to make contact with targeted candidates who are in an active search period.
The selection method utilised is based on a study of the objective elements of a candidate’s application (career path, experience, degrees, professionally acquired skills, track record) as well as the candidate’s personal qualities and way of being as observed during the interview process.
The interviews with each candidate aim at identifying key competencies, and their relevance to the requirements of the proposed job and your company’s corporate culture. Each interview also includes a counselling phase, when the candidate expresses such a need.
Interviews are carried out in compliance with a rigorous methodology which permits an assessment addressing three major themes:
• the candidate’s overall personal presentation;
• professional skills and potential: technical expertise, managerial ability, self-confidence, professional maturity, detachment and judgement, tenacity, persuasiveness and ability to make his or her business case, …
• communication and relationship skills: quality of expression, structured thinking and arguments, listening skills, charisma and personality, dynamism, interpersonal skills, …
After this phase, we will be able to present you with a selection of the best candidates we have interviewed. The average time for this presentation to occur is from 3 to 5 weeks after the start of the search.
For each candidate presented, we will send you a copy of his/her original curriculum vitae along with our comments, specifically detailing the candidate’s career path and track record, motivation and ambitions, strengths and weaknesses with regard to the proposed position.
6. Interview of candidates by your company
Each of the selected candidates will be met by several people from your company who are involved in the recruitment process, ideally within 10 days following the presentation of their application file.
After each interview, we will make a review with you and with the candidate to confirm the interest of the two parties and to determine together the following step as regards the candidate’s application.
7. Checking of professional references
The final candidates will undergo checking of their professional references. This verification can be performed only with the candidate’s agreement, and the candidate must be informed of the contacts we make with former employers and other individuals.
We consider the oral reporting back to you of the reference checks to be a crucial element in the recruitment process, and we give the greatest importance to this step.
As part of this recruitment process, and complementing the interview, we can propose a personality skills inventory for each short-listed candidate.
This test or assessment was developed through a partnership between Michael Page International and SHL, an international research centre with 1,000 psychologists and human resource professionals.
It helps to reveal the underlying characteristics which express themselves through behaviour and observable actions in professional situations.
9. Signing of the contract and integration of the candidate
We assist both parties throughout their negotiations, and when an agreement is reached, we can advise the chosen candidate, if need be, on the formal procedures for departure from his/her present position.
Additionally, during the entire trial period, we monitor the new employee’s success in the taking-on of his/her duties and in integrating into his/her new job.
In practice, this monitoring is achieved through several contacts between the consultant, the new employee, and you. These contacts occur all throughout the trial period.
Our position as the market leader in executive recruitment requires us to constantly gauge the satisfaction level of both our clients and the recruited candidates.
To this end, once the recruitment has taken place, both you and your new employee will receive a satisfaction survey requesting the expression of your feedback on the entire recruitment process. This information is a key element that enables us to consistently guarantee and enhance the quality of the services we provide.