Method

Information about the Client

Each assignment is individually handled by a senior consultant, and the person you meet is the person who works on all stages of the assignment. We work hard to understand not only the facts about a company, and the functional competencies required to fulfil a role, but also the culture of the company and the key intangible ingredients that form an ideal fit between the company and the candidate.

Objective criteria comprises the mission statement, the company’s position in the industry, its goals and action plans, its structure, the job specification, remuneration, and terms and conditions. It is essential to understand the company’s subjective criteria. Knowing the company image, culture, the working climate, the internal politics and the company’s expectations for the future all form a part of the start for the research activities.

Tracing Candidates

We emphasise the fact that each search assignment is researched from scratch, identifying both target organisations and individuals. This research is supplemented by information from our database. Nevertheless, our experience shows that our clients’ interests are best served, and that usually the most relevant candidates are found from the new research. Another feature of the search process is an ability to source key industry figures who may either be themselves candidates or may point us to others. Potential candidate are approached discreetly and invited to meet NMC-Ennismore, where they are thoroughly briefed on the job profile.

Appraising Candidates

Our senior consultants perform a personality appraisal. This involves a thorough assessment of the candidate against the objective criteria, the subjective criteria and the skills required in the position. It is the NMC Group Executive Search Philosophy:

“The personality of a candidate is at least as important as his qualifications and experience.”

Subjective criteria: ambition, drive, loyalty, personal characteristics, goal orientation, autonomy, perseverance, extroversion and career expectations are assessed. Objective criteria: education, experience and remunerations conditions are measured. Skills such as persuasion, organisations skills, empathy, and leadership capability are tested.

Time Schedule for presenting Candidates

We aim to present the short list of candidates no later than 3 months from the time of starting the assignment. Whilst we endeavour to work quickly, we are always professional, and finding high calibre candidate is our paramount consideration. In principle, detailed profiles of three to five candidates are presented to the client.

NMC-Ennismore assists in arranging further interviews at the client’s premises, or another location which is appropriate. But in order to increase the objectivity of the selection process, the NMC-Ennismore consultant is not normally present at these interviews with the short listed candidates. NMC-Ennismore does not reveal the identity of the client company until the first interviews with the candidates, unless the client has given express permission to do so at an earlier stage.

By maintaining close contact with both the client and the candidates, NMC-Ennismore helps to ensure the appointments are successful for both parties. Six months after the starting date, the consultant will assess the success of the appointment with both the client and the candidate.

Communication

A feature of all our work is regular communication with our clients. This enables us to review progress, discuss issues and modify our approach where appropriate; and to air problems openly and constructively. The frequency and the form of this contact will vary according to the needs of the client organisation.