The success of any assignment is founded upon the initial consultation period with our clients. The depth of understanding that we develop at this stage will have a direct impact on the quality of the ultimate outcome. Our briefing seeks both to reflect reality back to our client as well as challenge preconception. It may also play a key cathartic role for staff and colleagues and allow us to seek the wisdom and insight of key external stakeholders and partners.

It starts with the essential details of the role: the skills and experience required, the opportunities it presents and the unique selling points. Going beyond these fundamentals, we also aim to understand the broader commercial and cultural context of the organisation. Experience tells us that the closer we get to our clients, the more persuasive we can be on their behalf in a highly competitive market.  The best candidates for critical roles will be those who are as excited by the challenges a role presents as they are by the opportunities.

The outcome of the briefing stage is typically an appointment briefing document or microsite that can be shared with potential candidates and sources. We are also happy to manage the placement and handle the response of any public advertisement that may be required. Our designers are experienced in everything from the printed press to creating and hosting standalone microsites with media-rich content.

Download an example of an appointment briefing document (PDF)

We treat every piece of work as a discrete assignment, approaching each search with a fresh pair of eyes and using all the tools at our disposal: our existing knowledge, original research and the advice and recommendations of trusted contacts. Quite simply, we never make assumptions.

At this stage Perrett Laver adopts a highly collaborative and transparent approach, providing regular updates throughout the process and maintaining an open dialogue on the direction of the search. Finding the best candidates means exploring every available avenue, and often our clients have knowledge and networks that can be hugely useful.

The outcome of the research stage should be a comprehensive and diverse field of candidates responding appropriately and creatively to the original brief.

Candidates chosen for first round interview are invited to meet with the relevant Consultant. This is an opportunity for us to measure and assess each candidate against the person specification. It should also be a chance for them to find out more about the role informally, become excited about the opportunity and deepen their knowledge of the client organisation.

In-depth but down-to-earth, we will explore a number of critical avenues to build a comprehensive and well-rounded profile. We start by verifying the candidate’s career progression and achievements before going on to investigate their individual management and leadership style, their personality and their potential. Perhaps most importantly, we will explore with the candidate their personal passions, aspirations and attitudes and the key value-drivers they will need to share with the client’s organisation.

Throughout this process we are looking to identify not just what people do, but how they do it; our focus is on their actual capabilities. We go beyond a purely quantitative assessment of their past experience and qualifications to establish a more textured understanding of their strengths, weaknesses and character traits. Our minds are as much seeking to identify true potential as they are ensuring an appropriate fit with the nuances of the specification.

The outcome from this stage will be recommended field of candidates from which the client selects its final shortlist.

The end game is not about one person. The end game is about both the successful and unsuccessful candidates. At every stage of the process our imperative is to build strong, honest relationships with the candidates whilst representing our client both persuasively and honestly. This is vital in laying the appropriate groundwork for the final part of the appointment. We will invest a lot of time at this stage ensuring that candidates will enjoy a challenging process, and that they make the most of their experience by maximising their personal performance.

The end game is always critical, and often complex. We believe in flexible, but stretching, candidate-friendly processes and work extensively with our clients to arrange the logistics for all the interviews, informal meetings and assessments ensuring that they are fair, robust and competitive.

We also know that one of the keys to a successful appointment is momentum. We therefore invest significant time anticipating any potential issues and keep in regular contact with both parties until a mutually satisfactory agreement is reached.

The outcome is not only a superb appointment, but a satisfying process and valuable learnings for all involved.