In an ever changing business landscape, having the best talent in your business has never been more important, however, the world of search can be unnecessarily opaque and selecting a partner can still be a minefield.

Your ability to attract, engage, select and retain talent can be your #1 competitive advantage as a business leader – it all starts with rigorous, transparent and collaborative process delivered by an experienced professional.

No longer is Executive level hiring just about a search partners Rolodex of contacts.

In a world of noise and information it’s firstly about the ability to engage & compel the very best talent into a conversation, its then the ability to assess them for behavioural & cultural fit. Combining that with obtaining numerous data points through an extensive search process enables you to have maximum choice and to make the very best hiring decision.

At Henry James, we believe that if you were proud of your methods (and have nothing to hide) then you would be delighted and proud to share them, so we do…

 

Say Goodbye to...

The same old Rolodex of people.
Recycled Long lists.
Only seeing people ON the market.
Advertising that misses the mark.
An Opaque & Secretive process.
Vague briefings & Job Specs (demand lists).
A lack of communication & collaboration.
Hobson’s choice.
A lack of conviction on who to hire.

HJ Methodoloy

Instead, benefit from our unique 39 step methodology to enable you to make fully informed hiring decisions, including:

– HJ Performance Briefing – We start with success and work backwards.
– HJ Alignment & Benchmark (see below).
– EVP Creation & Curation.
– Best-in-class attraction Materials.
– Headhunting.
– Transparent, open book process.
– Calibration & Collaboration – weekly updates (see below).
– Behavioural assessment – Culture fit not just a good CV (see below).
– Data & Feedback (see below).
– Salary & package benchmarking.
– Ownership of process – every step of the way.
– Ensure a success we outcome – we don’t stop until it’s achieved.

HJ Benchmark

Organisations often realise during an interview process that they haven’t agreed how to assess people fairly or even what they are looking for in terms of competence. This can be a costly waste of time and can certainly lead to an underwhelming candidate experience.

At HJ we use a behavioural Job Survey combined with exploring historical successes (as well as failures) to ensure alignment before we go to market, iron out any creases and build a unique role benchmark that we can assess against later in the process.

Calibration & Collaboration

We come together every week to share our workings with you to discuss professionals that we feel fit the brief as well as reasons why people don’t…

We bring any feedback and/or challenges that we have faced to the table and work through them together.

Data & Insights

The world of search is often Opaque, we are proud of the work we put in and are happy to share it.

We gather and share with you insights that you deem most helpful (e.g. compensation, benefits, backgrounds, diversity of the talent pool) to make a fully informed decision with conviction.

HJ Assessment

We then assess each shortlisted candidate to  determine how closely each meets the defined benchmark and produce a 15 page report which includes behavioural factors, management consideration, interview questions and how to best motivate your new team member once in post.

Is there a more important job as a leader...

…than to hire the very best people and get the very best from them?

Let's get started

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