Engaging with a Recruitment Consultant for Employers

For an organisation to find the best talent efficiently and with less risk, consider using the services of Morton Philips. Our competitive advantage and unique point of difference includes our dedicated, in-house Head of Research, Rachel Farrell (Francis). As part of our Executive Search Service, our team gains an understanding of the role, the organisation and the industry before embarking on our confidential search processes. With a direct focus on approaching, engaging and converting relevant, passive talent into active applicants, our Executive Search process has resulted in tremendous success for candidates and clients, while enabling us to expand our executive networks to include solid, experienced and capable industry thought leaders.

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Below is a step-by-step guide on how an organisation should approach a company like Morton Philips:

1. Negotiate Terms
   • Fees and Terms: Discuss and agree on the consultant’s fees and terms of engagement before starting the recruitment process.
   • Additional Services: Understand the full breath of services (HR strategic consulting, renumeration reviews, full-service recruitment etc) offered by Morton Philips.
2. Define Your Needs
   • Job Description: Provide a detailed job description, including required skills, qualifications, location, renumeration, organisational structure and experience.
   • Company Culture: Share information about your company culture to help us find the best candidates for interview.
3. Initial Consultation
   • Detailed Briefing: Have an initial meeting to discuss your hiring needs, timelines and any specific requirements. Ensure you advise us of any potential candidates you would like to see in the process.
   • Expectations: Set clear expectations about the recruitment process, communication requirements, interview forms and timelines.
4. Regular Communication
   • Progress Updates: Schedule regular check-ins to discuss the progress of the search and process.
   • Feedback: Provide timely feedback on candidates presented by the consultant - this is an essential and expected part of the process from the candidate's perspective.
5. Leverage Consultant's Network and Database
   • Passive Candidates: Work with our consultant to tap into their network to find passive candidates, who might not be actively looking yet appear to meet the criteria.
6. Evaluate Candidates Thoroughly
   • Interviews: Conduct thorough interviews with shortlisted candidates and give constructive feedback to the consultant.
   • Cultural Fit: Assess not just skills and experience but also the cultural fit for your organisation.
   • Psychometric testing: is offered as another important tool to assess candidate's suitability including capability and personality.
   • Reference Checking: work together to identify relevant referees to confirm findings through the process and verify the suitability of the successful candidate.
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General Tips for Employers Engaging with a HR Services Firm:

• Transparency: Maintain open and honest communication throughout the engagement.
• Feedback Loop: Provide feedback on the process to help the executive search firm to refine their search.
• Long-term Relationship: Aim to build a long-term relationship with the consultant for future opportunities or hires. These are the people who understand your business, your values and your people.

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By following these steps, employers can maximise the benefits of working with a recruitment consultant, leading to more successful job placements and hires.

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Contact our team today for a confidential discussion about our services and your future talent requirements.

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