Permanent Recruitment Methodology

As a boutique recruiter, Tom Hancock undertakes all assigned work personally, which over thirty years, has led to an intimate knowledge of the financial services sector in Australia.

Unlike our larger competitors, the firm does not have significant conflicts of interest often encountered in multi-partner firms. We are confident in our ability to find and present our clients with well-qualified candidates who share their values and have the potential to significantly contribute to their business. As each assignment has its own specific requirements, we discuss the most appropriate recruitment strategy (Executive Search, combined Advertisement/Executive Search or Advertisement) with our client before proceeding. Together we would establish an assignment timetable.

Executive Search

Executive Search is a very effective method of recruiting for a position, in that through our research and market knowledge, we can actively approach the best potential candidates in the marketplace on behalf of our clients.

There are several clear advantages in conducting a search:

• The research undertaken provides a broad analysis and update of the market
  
• A search can provide the opportunity to research candidates prior to approach
  
• A search provides the opportunity to specifically target well regarded candidates employed by competitors

We would meet with you for an initial briefing to prepare a specification outlining details of your company, the position/responsibilities and develop a profile of the ideal candidate. We appreciate that you will have views on certain candidates. We prefer to engage closely with our clients. Drawing on our client’s industry knowledge, in combination with our contacts and our firm’s research capabilities, enables us to develop the most appropriate shortlist of candidates to approach.

Our emphasis is working with you as a partner.

Combined Advertisement/Search

This method of recruitment combines the specific focus of search work with the broad-based approach of announcing the position to the marketplace through advertising.

In addition to providing the advantages of the two methods, it also offers a two-step process. The advertisement is run and the responses reviewed. If the shortlist produced is sufficiently strong, then a decision may be made not to proceed with the search. If this is not the case, the search proceeds.

Advertisement

This is an excellent means of attracting candidates both in Australia and overseas.

Advantages of recruiting candidates in this manner include:

• Advertisements enable the assignment to make very timely progress. The shortlist is usually developed within two weeks of the advertisement.
  
• Candidates who respond are actively reviewing the job market.
  
• Some of the individuals responding to an advertisement would not necessarily have been contacted in a search (i.e., candidates returning from overseas, between jobs, or now in another sector of the market).
  
• A “named” advertisement has the additional benefit of reinforcing the clients’ presence in the marketplace.

We would meet our client for an initial briefing to design a working specification and an appropriately worded advertisement. We would also discuss the most applicable placement of the advertisement. The responding candidates are assessed and, when appropriate, interviewed. A shortlist is formulated which is then presented to our client. Our client would receive a detailed spreadsheet, including information on each candidate who applied for the position.

Contract Recruitment

Clients have been surprised by the depth and experience of our candidates available on a contract basis. This enables the client to ‘turn on’ and ‘turn off’ expertise on demand. Outstanding projects can be completed without committing to permanent staff.

Whilst, some contractors prefer this as a long term career, others see it as an opportunity to utilise their skills, whilst looking for a permanent position. This has the added advantage of enabling clients to ‘try before they buy’ and also enables candidates to experience the culture of a future employer.

Our extensive team comprises both middle and senior executives with diverse backgrounds and skills.

Outplacement Service

With over 30 years experience in recruiting and counseling candidates, predominately in the Financial Markets, Funds Management and the Superannuation sectors, I am well placed to provide a comprehensive outplacement and career advice service to middle and senior executives. The service will be based out of Sydney.

In the past, I have been astounded by individuals who have come fresh from an outplacement service, with the false expectations that they can change their career in the middle of a depressed market. A key differentiation of this service will be that individuals will receive a very realistic market view enabling them to best target job opportunities.

This is based on a four-stage consultation program, consisting of:
1. Initial consultation
Get to know the individual, understand their circumstances/concerns/aspirations and initial resume review. In addition, explore communication strategies on 'how to communicate and manage the expectations within the family during a period of unemployment'.

2. Second consultation
Discuss the individual’s needs in-depth. Discuss their expectations and define realistic outcomes within the current job market. This would include further review and development of the resume.

3. Third consultation
Focuses on interview technique feedback and work shopping interview skills, as well as stress management and how to mentally prepare for interviews.

4. Fourth consultation
Consolidates the previous sessions and defines the ongoing job search strategy.

Career Advice

This is a service provided on a fee basis to individuals who wish to be given assistance in assessing their career options.