Briefing Profiling
Before any action is taken we make sure we understand the
requirement, the confidentiality and timings to ensure we fully
meet a brief. We always recommend psychometric profiling for Senior
leadership hires. Our network of assessors is comprehensive
drawing upon a range of highly qualified reliable and unbiased
options. The range of services we usually recommend are
ability testing, personality profiling, motivational assessment,
integrity testing.
Research
Vitae’s market networks are extensive together with our
advertising and venture capital contacts. When we commence
an assignment we often find that we have a strong base from
which to start and can target the right networks, media and
businesses to find the strongest candidates. Vitae’s in house
qualified researchers work side by side with consultants to
identify and qualify shortlists. This approach is always
confidential adhering to business and strategy sensitivities
at all times.
Assessment
Skills assessment and capability validation are a rigorous
part of the interview process. Our consultants shortlist vetted
candidates to make sure they meet the required standard
and brief. Core competency evaluation together with open
referencing are done at the early stages of the process to
ensure credibility together with a comprehensive overview of
packages and expectations to align the right matches and
present the correct information pre interview.
Process Management
We handle all aspects of the interview arrangements and
process design. Feedback and communication is paramount
throughout this stage for all parties to ensure momentum,
transparency and a successful conclusion. Our consultants
excel at this and will always highlight any concerns immediately
to ensure a successful selection process.
Offer Management
Transparent expectations are critical at this stage. Your
consultant will manage the complete offer process for you. Our
consultants and in-house management team can advise on
contracts and employment law at all levels to conclude a hire
successfully and professionally.
Referencing
360˚ referencing completes the actual hire process. It validates
the decision and confirms the hire to the client. At least 2
verified references are provided with each hire alongside any
open referencing completed mid process. Referenced areas
include, strengths and weaknesses, honesty and integrity,
leadership credentials, accuracy and potential.