Recruitment Process -

The Recruitment Process

Core to the delivery of candidates who exceed client expectations must be a robust and vigorous selection process, regardless of the level of position we follow the same structured recruitment process. Our process can be best dissected into the following areas; registered users can obtain greater detail by "clicking" onto the relevant process in the "Details" section below (not visible to non-registered users).

Initial Research. Prior to the commencement of the project we research the target market to identify all direct or related competitors whose business activity and processes would require them to employ the type of candidate we are seeking. If requested, this initial 'target' list would be submitted for vetting by your organisation and we would welcome your input and suggestions on any omissions.
Candidate Identification. Within the identified companies we will research their internal organisational structures to identify current incumbents with similar role responsibilities. These first two stages identify all companies and candidates who will be contacted and screened currently within the target market.
Extended Research. Using identified candidates we will 'network' with these individuals to identify potential candidates who have moved within and external to your market. Effectively, we need to identify current and past incumbents within and outside the market section. These will form a definitive list, again available to you, our client, for vetting.
Candidate Screening. All candidates identified will be initially screened and profiled against the requirements of the role. This is a process of positive de-selection to remove those unqualified for the role. Screened candidates who match the remit of the role will be telephone interviewed in-depth. This process is used to uncover candidate's motivation, aspiration, career objective, achievements, remuneration levels and interest.
Interviewing. Following screening those candidates who match the role specification and are motivated to consider career advance are invited for an in-depth interview where we assess their personal characteristics as well as experience and achievements.
Reference Checking. Candidates being considered for short listing will be reference checked by a minimum of at least two peer group members or, if applicable, historic employer. References are verbal and informal and relate to a candidate's ability and achievement.
Short-listing. Prior to interview we will review the shortlist with you to gain your acceptance of the candidates.
Interview briefing and de-briefing. Prior and subsequent to any interview we will undertake briefings and de-briefing with both parties to ensure understanding and acceptance. This process is used with candidates to test 'interest and demand' for the role. Throughout the interview process we expect to be able to measure an increase in candidate interest.
Counter-offer preparation. Throughout the interview process we will continue to work with a candidate to 'manage' their expectations and prepare them for an offer. This process includes managing the counter offer scenario as well as testing and measuring a partner's willingness to relocate.
Presentation of Offer. We recommend to our clients that Meridian Search & Selection should initiate all offers verbally, this being used to gain the candidate's verbal acceptance/negotiation prior to issuing any formal or final offer.
Candidate feedback. During the first six months of a candidate's new career we will maintain contact and an active interest, with the individual. Where there are issues that may be of concern to the individual we will counsel the candidate to raise any concerns with their line manager. Whilst we cannot break a confidence with an individual, we would seek to ensure the candidate found a remedy to any potential issue.
Advertised Response. Where advertising is used to generate candidate response all respondents will follow the same selection and recruitment process. As we discussed, we do not believe advertising will produce any substantial benefit over and above our search process on these assignments.
Presentation of Candidates. Information presented to you, our client, is how the candidates present themselves. We provide a candidate's original CV as they prepared the document. Allowing you to read the information in the candidate's own words and importantly seeing how they present themselves both in terms of written communication and quality or layout and style.