Each Assignment has different requirements and we aim to make a difference at every stage of the recruitment process. In partnership with our clients we define and refine the Brief, identify, attract, assess and select the best candidates. We then undertake thorough due diligence on the selected individual and maintain contact with them and the client for an extended period following their appointment. The typical approach at Snowdon Tate is as follows:

Our aim is to build as much knowledge as possible on the client's organisation. In particular we will focus on understanding the culture and strategy and the type of individuals who fit well within the company and importantly the types that do not. We meet as many people within the organisation as possible and wherever possible the individuals with whom the new appointee will work. Because we work with, rather than for, our clients we can proactively contribute to definition of the role, challenging views and developing a robust recruitment methodology to fill the post with the maximum efficiency. We will advise on the salary and benefits package likely to be necessary to attract the right candidate and give our views on the state of the market.

This document is the blueprint for the assignment. Arising from the definition stage and in close consultation with the client this Brief confirms our understanding of the role. Once agreed with the client this document will summarise the key features of our client's firm, the job to be filled, the characteristics of the ideal individual to take on the role, their qualifications and experience.

We determine the most appropriate strategy to identify the widest range of potential candidates using any or all of the following:

Utilising both desk research and our extensive networks of contacts we build a target list of potential candidates. The candidate contact will be discrete and typically will involve a briefing and screening conversation to pre-qualify them prior to face to face interviewing. Attracting candidates who may already be in a fulfilling role requires skill and experience and we understand that we are competing for their interest. The initial approach will always be made by a Director at Snowdon Tate.

Well targeted media and stimulating advertising copy can deliver a wide range of candidates within a relatively short time horizon. This is especially the case where the pool of potential candidates is large and diverse. It can be a valuable additional vehicle to complement a more targeted search programme. We design the advertisements, produce the copy and identify the most appropriate media. The advertisements can run "blind" or carry the client logo. Following client approval we will book the media position and handle all responses. All candidate applications will be individually acknowledged.

We maintain an extensive network of senior contacts in a number of industry sectors and functional disciplines. These contacts may themselves be potential candidates but, if not, will often be well placed to recommend talented and qualified individuals.

Regardless of their source, we will screen interested candidates against the criteria agreed and produce a long-list of individuals who appear to meet the requirements of the Brief. These will then be interviewed by a Director at Snowdon Tate to assess current and potential management capacity, cultural and personality fit with our client. During this stage we will be seeking hard evidence of claimed achievement and the motivations behind interest in the role. All unsuccessful candidates will be notified and feedback provided where sought.

A detailed Profile report will be produced for each of the shortlist candidates with our assessment of their suitability for role and any aspects that should be investigated further. We agree with the client how they would prefer to receive the short list - either individual candidates as we identify them or as a group.

We liaise between client and candidates to manage the client interviewing schedule and appointments. The successful candidate will be informed and unsuccessful candidates will be notified and feedback provided. All liaison with the successful candidate up to offer stage will be handled by a Director of Snowdon Tate in consultation with the client so that by the time a verbal offer is made by the client it is likely to be accepted.

We maintain close liaison with the client and candidate during the written offer process and undertake verbal references as required.

We maintain regular contact with the client and successful candidate during the first six months of appointment to ensure that both parties are happy with each other.

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