Our experienced consultant will complete a detailed interview with the candidate and provide in depth notes that cover the following:

• Career overview including reasons for job moves

• Motivations and drivers

• Significant achievements

• Notes on fit to key competencies/technical skills 

• Insights into personality, communication skills and likely cultural fit

• Current remuneration breakdown, notice period and expectations

During the job scoping exercise, you can specify if you wish to add any questions that you would like included.

As part of the discovery process, we will work with you to define the key competencies that you wish to assess the candidate against. These can be your own or drawn from our competency database.

Depending on the preferred process, either:

• The candidate can provide written responses directly to each competency

• Our consultant can interview the candidate and record the answers

• You can select different stakeholders to assess the candidate using different questions to assess each competency to build a complete picture

A video introduction can give a quick insight into the character and style of a candidate.

The video is optional and can be integrated at any stage in the process. For the purposes of objectivity, and in the interests of avoiding conscious and unconscious bias, we suggest not using it as an early stage assessment tool.

At the outset of the process, you can select whether you wish certain stakeholder feedback and/or specific competencies to hold a higher importance in the final assessment. 

This weighting exercise then contributes to the 'suitability score' which is  ranked based on aggregated team feedback.

All stakeholders will be able to see the aggregated score but not individual scores so as not to influence their thinking.

While the consultant involved in the search will maintain a connection and relationship with the candidate, we have identified that the follow-up process can often lack an independent and robust engagement.

To ensure that the post-placement process supports the best interests of all parties, we developed InductionPlus in conjunction with our ConnectedConsult division. The key elements of this are:

• An independent HR professional is assigned to engage the line manager and the candidate independently for the first 3 months of employment

• Any concerns or disconnects are highlighted with both parties and, where needed, mediation is initiated

• Any major concerns are escalated to a pre-agreed party (usually your HR stakeholder)

• Summary feedback is provided at the end of the process, including insights on how your own induction framework might be improved

The bookends of the McQuaig assessments and the InductionPlus service are the foundation of why our search service offers a market leading 12 month free replacement guarantee.

InductionPlus is also available as an independent service if you want to 

apply it to your own search.