Headhunting is based on knowledge, dialogue and analysis

1. Requirements and profile are discussed

When a customer wishes to employ a new key member of staff, Schmidt Management holds a meeting with the company’s management where the candidates and the job profiles are discussed. It is naturally important for the process to know whether this is re-filling a job position or a new job position.

In the dialogue it is emphasized how the new candidate can contribute with knowledge and value to the company and as such strengthen the overall business. It is also discussed how the company’s customers will be able to see an increased value from the new candidate. Finally we emphasize how the new employee will fit into the company culture and participate in the company’s value basis.

2. Search profile is worked out

We work out a search profile on the candidate. A date for the first and second introduction round of the candidates is agreed upon.

3. Search

Searching for the candidates commences.

4. Introducing the candidates

After a few weeks we can introduce the first candidates to the company. In this process we select which candidates are to proceed to the next round.

5. Recommendations

Second round where the final candidate is selected for the job.

6. Contract

Based on tests, interviews and references of the candidates we recommend how the candidate can start his or her job as soon as possible and add value to the company. We also deliver an overview of the candidate’s managerial potential and which educational needs the company should be aware of.

7. Introduction programme

If the company so wishes we shall work out a proposal for an effective introduction programme.

It is important that the new employee is introduced to his or her work assignments quickly in order to be able to perform as soon as possible.

Check out the KROSCH graph™ which shows how long it takes for a new employee to perform in the new job and the expenses related to this.

8. Follow-up

After two to three months we shall have individual follow-up meetings with the candidate and his or her immediate supervisor.