ASASS is a one to one service offering taking responsibility for not only establishing and developing Client relationships, but also for winning business and managing all aspects of an Assignment from proposal to completion.
Although the majority of the Assignments that we undertake are conducted on a Search basis, we are occasionally asked to carry out Advertising Selection campaigns and therefore, in the breakdown of our modus operandi shown below, we have included the Advertising process.
The following information details the methods and processes ASASS would use to ensure timely and cost effective identification of quality candidates.
METHODS AND PROCESSES - KEY POINTS: -
All assignments carried out by A Steele Associates are conducted on the basis of the Clients’ approval of our written proposal and our adherence to the strict guidelines laid down in our Code of Conduct. The proposal would contain the name of the Director who would lead the Assignment, our understanding of the role, recommended method of candidate identification, fee structure and proposed timescale.
2) Assignment Specification
At the start of an Assignment, we would draw up an Assignment Specification detailing the organisation, its market standing, how/why the requirement had arisen, the job specification, candidate specification and salary package. Once this document was approved by the Client, who may have supplied the majority of the information themselves, it would be used as the source document throughout and would also be presented to shortlist candidates where appropriate.
3) Research and Identification of Candidate
Search: Each Assignment is treated totally separately and research is carried out on the basis of the specific Client needs and job specification. A target list of companies would be drawn up by ourselves and passed to the Client for amendment and approval.
Once that list had been approved, we would then commence the candidate targeting process, utilising all the research facilities available to us. We would endeavor to gain as full a picture as possible of the identified candidates’ current position, hierarchical status, remuneration, etc. in order to assess their suitability before making any approaches.
Any relevant market information gathered during research would be passed on to the Client. For example if it became clear that salary expectation was either greater or smaller than the specified salary, that the Client’s standing in the marketplace was significantly different to that perceived or any other pertinent intelligence.
Approaches would then be made with the utmost discretion to preserve both Client and candidate confidentiality. It is important at the approach stage to begin the process of selling the concept of the role and the organisation in order to bring the suitable candidate to sufficiently high a comfort level to proceed to the first interview stage.
Although we are fully committed to the Systematic approach, we do make full use of any database information or pertinent networking resources that are available to us, including names that clients may choose to pass on to us.
Advertising Selection: Having discussed the specific role with the client and gained a good understanding of the type of candidate sought, it is imperative to ensure, firstly, that the selected media are the most suitable and that the advertising copy is factual, informative and attractive.
We would recommend the media, although we would take into consideration any strong views expressed by the Client. We would also be responsible for writing the advertising copy, design of artwork and placing of advertising althoiugh the Client would approve all media selection, copy and artwork at the various stages up to insertion.
Advertising response would then be screened and appropriate candidates invited to attend first interview.
From this point, i.e. post first interview, the process is the same for both Search and Advertising Selection, although it must be borne in mid that the level of interest and perception of the candidates will differ between those approached on a Search basis and those responding to an advertisement.
4) Rolling Shortlist
After having successfully approached identified candidates, which may include names passed on by the Client and having completed the first interview/assessment/evaluation process we would, subject to GDPR protocols, produce potential shortlist candidate details including full CV and remuneration breakdown and present them a ‘rolling’ basis which would put less strain on diaries allow us to benchmark the skill sets and speed up the process generally. We would take responsibility for setting up of interviews, collation of feedback from both Client and candidates, assessment of interest levels etc.
We would be responsible for rejection of candidates at this stage, ensuring that they are handled professionally and tactfully, thus maintaining their goodwill and favourable impression of the client.
The completion process is deemed to commence when the preferred candidate has been identified, and finishes when a written offer is accepted. It is imperative to maintain open channels of communication between the parties concerned to ensure awareness of status at all times.
Fees are usually expressed as a percentage, generally 20%, of the successful candidate's annual cash compensation, i.e. base salary plus any guaranteed bonuses/commissions although where appropriate we may also agree an fixed fee. Both fee options would be determined after an initial discussion and is based on the complexity of the assignment and/or a reasonable prevailing market rate and invoiced in two stages:
a) Retainer fee on commencement of the assignment
b) Complation fee payable upon successful completion of the assignment being adjusted, as necessary, to reflect the actual balance at completion relative to the annual cash compensation and agreed percentage or flat fee.
7) Stage and Termination Fees
If the Assignment brief changed to the extent that the original research became invalid, we would seek a stage fee to reflect the work needed to bring the Assignment back up to speed. In certain cases, that stage fee may be discounted from the completion fee.
If the Client terminated the Assignment at any time prior to completion because of a change of plan, policy, or mind, or the introduction of a third party candidate not interviewed by ASASS, we would reserve the right to minimise our business exposure by changing a termination or exit fee that would reflect all fees and expenses incurred up to that time plus at least 50% of any remaining proposed fees from that point to completion.
All fees are subject to variation from time to time to accommodate individual Client requirements although any such variation from the normal terms of business is only valid for the duration of the assignment to which it applies.
All expenses reimbursable by the Client will be kept to a minimum and, wherever possible agreed in advance.
The Client has the right to cancel the assignment at any time by written notification although any termination may be subject to review under Terms and Conditions of Business 8.b.
All Fees are subject to variation from time to time to accommodate individual Client requirements although any such variation from the normal terms of business is only valid for the duration of the assignment to which it applies.
All Fees are subject to VAT which is charged at the prevailing rate at the time of invoicing.