Changing jobs ranks as one of the most stressful activities in a person's life. Being charged with hiring a key person is almost as stressful.

Because of the unique emotional elements of the search business, understanding the objectives of all the stakeholders, however conflicting they might be, is essential to the success of the assignment.

We consciously endeavour to view the world from the perspective of our client/employer. When we do that, the combination of strengths required in the successful candidate, as well as the methodology to attract him or her, becomes more obvious.

Determining the key decision influencers is very important in a successful outcome. Each search is unique. Aside from the obvious differences in timing and market conditions, the real dynamics that can create havoc are the emotional decision factors inherent in all of the participants.

Our battle cry is "Recruiting is a Team Sport!" Alright, that may be a little hokey but the ease of navigating through the obstacles of a search is relative to the degree of trust. It has been proven repeatedly, that attracting and securing outstanding candidates is best achieved by the search professional and the hiring manager working as a team.

One of the obstacles of establishing the required trust is the hiring manager's concern that the recruiter will use confidential information to 'coach' candidates. Only short-sighted 'rookies' in the search business believe this to be an effective tactic.

A seasoned recruitment professional knows that ethics are the most important element in the relationship. It is only a matter of time before an unethical practice becomes obvious and the relationship will not survive.

Also, most of our new name business is as a result of previous candidates asking us to assist them in building their new team. Their decision to use us doesn't seem to be predicated on our success in hiring them into their current position. Their experience as our candidate seems to be the acid test.