Finding the ideal employee is all about using a recruitment process that is tailored to the role you are looking to fill. With a track record in ICT sales (management) recruitment spanning more than 25 year, G-Consult & Service can bank on a wealth of in-house experience to define, guide and coach the recruitment process successfully. With in excess of 10,000 interviews and hundreds of recruitments to our name, not to mention a glowing list of testimonials to back up our claims, we have become one of the benchmarks in the market.

But let’s be clear, recruitment is just the start. Recruitment serves a purpose, i.e. success, because a new employee’s success translates into the new employer’s success. In time, the only relevant benchmarks in the context of a successful recruitment are performance and retention.

Mutual Respect

Successful recruitment starts with mutual respect and equality between both parties (between the prospective new employee and the prospective new employer). Recruitment is a two-step decision-making process. The recruitment process is a means to enable the prospective new employee and the prospective new employer to make sound and reasoned decisions. For that reason, an efficient recruitment process must reflect the values and philosophy of mutual respect and equality.

In practice however, companies and applicants alike often take decisions based on generalities and superficialities, without carefully analysing the true motivators and/or drivers and without systematically collecting and making the most of the, in principle, readily available information about either profile or job.

Information as to what a role has to offer in terms of fulfilling an applicant’s rational and emotional needs tends to be harder to come by. That information relates to both the content of the job and to the corporate environment people work in. Examples that spring to mind are leadership style, corporate and departmental culture, values and standards on interacting with staff, colleagues and customers, training and development, financial and organisational (in)stability, etc.

Transparency

A successful recruitment process is a joint exploration of that information with mutual respect within a context of confidentiality. It involves multiple personal and psychological aspects, not in the least an awareness-raising process. What is a “prospective new employee” looking for in his new role, and what does the organisation expect from the new employee? Both parties use conversations, observations, references, etc. to find out more and to formulate a choice. It is precisely because both parties are responsible for their own decisions that this exploratory phase needs to be conducted on an equal, transparent and professional basis.

Coaching Catalyst

It is our objective to offer you our expertise as coaching catalyst, to, on the basis of our competent service provision, find the right candidate for the position you are looking to fill and to make sure that you, as organisation, and you, as candidate, take centre stage in that process.