The strength of our industry and functional expertise, coupled with our desire to provide premier customer service and personal attention, allows our clients the opportunity to experience these values. Every search is different and each client's needs are different. INGENIUM understands the intricacies of your needs as well as the needs of our candidates. Thus our process is tailored to the specifications of every search.

The Ingenium Search Process: 13 Steps to Success

Ingenium tailors each search to the specific needs of our clients - qualifying the characteristics of every position to be filled. Clear communication with decision makers helps us gain a clear understanding of your business and internal culture. Ingenium recruiters offer partnerships to clients who wish to attract the finest talent. We invite you to view the steps below for recognized elements in a successful search

1. Each assignment begins with an initial briefing between our Practice Director and the client during which the key parameters of the search are agreed and documented.

2. Our Practice Director then carries out an assignment study which usually involves visiting the client's offices and meeting with key executives to discuss the business environment, culture, priorities and any other issues that may affect the position.

3. We then submit the project profile form 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. This is done thoroughly and is vital to the success of the search

4. Our Consultants d etermine the key competencies ( unique combination of proven skills, knowledge, abilities and attitudes) on and come up with a selection criteria . This shall form the basis of our assessment of potential candidates throughout the search process.

5. Having defined the key selection criteria with the client we check our proprietary outstanding talent database to check on possible and qualified candidates who may fit the client's requirements.

6. If the potential talent is not available, the Consultant performs a targeted research into companies and sectors to find those best qualified for the role. Using our personal contacts and networks we speak to sources familiar with those companies and industries to seek informal views and opinions on individuals we believe may be relevant and qualified.

7. On the basis of our research, the Consultant approaches 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.

8. Before presenting any candidate to the client, we conduct a rigorous competency-based interview . Each candidate should be assessed and validated against the position specification and a report and recommendation are prepared for the client with an assessment of each candidate's fit against the specification.

9. We ensure that we seek informal external views on each candidate before introducing him or her to the client, in order to confirm and enhance our knowledge of the candidate's achievements and track record. We also verify each candidate's academic qualifications, community affiliations. We seek agreement from our candidates all the time before we forward them to any client.

10. After the client has selected their 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.

11. When an offer is made to a candidate, Consultants are available to participate in any negotiations. Unsuccessful candidates are promptly and courteously informed.

12. Finally- and this is unique in our process- we give the hired candidate the Lifo® Strength Management Report which enables us to describe the way each of us live our lives to achieve our goals and how our game plans work or don't work for us. This insight helps us understand where we are going wrong and what is stopping us from achieving even higher performance. The Lifo® method approach then offers convincing and persuasive suggestions on how to put it right.

13. We conduct a detailed client satisfaction survey (CSS) after every search assignment. Using trained CSS interviewers, we actively seek feedback from our clients, identifying any issues from which we can learn in order to improve the quality of our service in the future. 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 placement to help with integration in whatever way we can.