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 Henry James, 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.

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.

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) enabling you to make a fully informed decision with conviction.

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

– HJ Performance Briefing – define success & align all stakeholders.
– Construct an Assessment framework.
– EVP Creation & Curation.
– Best-in-class Attraction Materials.
– Map out agreed companies, competitors and market niches.
– Headhunting combined with outreach campaign.
– Transparent, open book process.
– Accountability – weekly updates & calibration.
– Behavioural assessments completed- Culture fit not just a good CV.
– Data & Feedback.
– Salary & package benchmarking.
– Ownership of process – every step of the way.
– Ensure a success we outcome – we don’t stop until it’s achieved.

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