Using Search Consultants

• Develop a panel of consultants addressing specific categories of jobs based on the consultant's expertise.
• Give a detailed brief for each position assigned to the search consultant. Make sure each consultant understands the overall organisation before talking to any potential candidate.
• Maintain a relationship with the consultant such that they give higher priority to your assignments over other companies and ensure that they always convey a positive image of your company. Avoid one-off arrangements.

Screening

• Prepare a basic shortlist by using pre-defined guidelines for reviewing the candidates' resume such as age, education, experience etc.
• Have all shortlisted candidates fill in a standardised form.
• Conduct a preliminary interview to review shortlisted candidates.
• Screen out those shortlisted by mistake.
• Conduct a suitable test for all shortlisted applicants before moving them to the next stage.

Interviews

• Involve the project managers the candidate is likely to work with, in the interview. It is also useful to involve peer level professionals during interviews, wherever possible.
• Structure the interview into distinct stages - introductory, technical, personal and negotiation.
• Move to each stage only after you are satisfied with the previous one. Avoid things such as beginning with technical interviews without any introduction, negotiating without being technically satisfied etc.
• Train all interviewers on interviewing skills.