Our Methodology is completely (consciously) different from the traditional search methods of cold calling and portal "trolling" approach.We believe that the traditional search methods are constrained and are a hindrance to finding the right "fit" for a role

For any role that we undertake we follow a rigorous four step process, almost akin to a turn key project.

PHASE I : RESEARCH

We call this our secret weapon. In today's deadline driven scenario this is where most businesses make compromises. Our research encompasses the following three parameters.

Sector Research: In this phase our team identifies key sectors that have the potential for yielding relevant candidates. Depending on the required domain expertise and scope of the mandate we then actively move to relevant company identification within these identified sectors. (For certain mandates this part of the research is not conducted when client has pre-specified a sector).

Company Research: This is the second phase , where post sector identification we identify a set of companies/organizations which would comprise the potential resource pool. The research would include Organization structure mapping, functional mapping (depending on the nature of the mandate).

Candidate research: Out of the shortlisted companies, we identify candidates who could be considered for the particular mandate. The identification is based on critical parameters such as: Past track record, team handling skills, potential fitment into the new role and organization, stability of the candidate, types of roles handled (The above parameters are subject to change/fine tuned depending on the mandate).

PHASE III

Client Interview And Selection Process: Subsequent to presentation of the shortlist to the client along with confidential reports that describe in detail the best-qualified candidates' personal characteristics, experience and generic considerations, the shortlisted candidates are then interviewed by the client and a decision is made on the best fit.

If attainable, and at the client's request, Insearch may present a 'benchmark' candidate as a point of reference at the initial stage to ensure that our client's needs are entirely understood. The response received from the client supports us to fine-tune the search process if necessary. An offer is made by the client to the candidate to join the company on a designated date.

PHASE II

Candidate Assessment: Post candidate identification as detailed above we arrive at a long list. The long list is provided with all the candidates mapped and researched along with their details. This builds the basic framework of the identified resource pool. This long list is shared with clients for their feedback and vetting into the shortlist.

The Shortlist: The shortlist is drawn up by the client and we progress to candidate interactions and assessment which primarily gauges the generic and functional competence in accordance with the role description. During this stage, relevant information is shared and the candidate's professional calibre, skills and appropriateness for the position are evaluated.

Simultaneously, the position is described in a constructive and objective way, discussing both the advantages and challenges of the same.A confidential detailed candidate evaluation report is provided along with shortlist. This would not contain more than 5 profiles and is subject to change if the client needs to look at more resources.

PHASE IV

Candidate On-Boarding: Insearch will oversee the acceptance of the offer by the selected candidate and hand hold the candidate through the transition process from his current employment right through to his joining date. We follow up with the newly hired candidate to ensure that his/her integration into the company goes smoothly.