Amrop researchers and consultants assess market availability, use comparative benchmarking and find candidates who not only have the required experience and expertise but are the correct cultural fit with the organisation. A senior Amrop partner is involved in every search assignment until its successful completion.
To ensure the effectiveness of multi-country and international search assignments, Amrop leverages the strength of its global network. Typically, a project team comprises consultants from countries where the search is being conducted and who understand both the local and global context in which the search will take place. Consultants with specific industry expertise are also involved. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.
The context driven process includes:
1. Planning & Insight
Following extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.
The objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.
Amrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.
A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.
Potential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.
Throughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.
Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.
Both the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.
Where local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.
After a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.
360° Executive Search Methodology
We believe that context matters to successful executive search. Our Context Driven process is a rigorous approach to understanding each individual search and how it relates to both the short and the long-term success of your business. Because we’re on the ground in local markets around the world, and have built our own businesses in each, we’re uniquely attuned to the nuances and intricacies of these key contexts.
In line with our Quality and Excellence self-initiation, 360° Head Hunting was registered as a Licensed Trademark in Turkey, demonstrating our understanding of headhunting. As it pointed out at the end: “360° Head Hunting is a life style”…. It is our credo, like quality certifications, but more than that, it is OUR CULTURE…
360° Head Hunting
360° Worldwide Amrop
Based on Amrop's fundamental philosophy – the principle of “international thinking, local implementation”, we employ our global know-how and international cooperation in order to fulfill our duties in a best possible manner, and we share our knowledge and experience with the Global Practice Groups in all areas as required. Amrop is the world's largest Executive Search network operating with 84 offices in 58 countries. We have a presence in all four corners of the globe, providing 360° coverage. We have succeed in unifying 100 different languages in one single voice.
360° Is Reach
Industry-specific training sessions, conferences and meetings are organized, and local industrial tendencies are followed. This ensures industry specific knowledge remains up-to-date. At Amrop, "research" is not limited to the database and the connections. When searching for a position, industry specific (sectoral) and inter-industrial research is performed. This research examines the latest structure of the related industry, identifies the target companies and determines the most suitable candidates and their positions within the organization.
The research is expanded by reviewing the suitable profiles abroad if needed, and incorporates those Turkish professionals around the world with adequate experience for the position as well as those professionals seeking to work in Turkey for the specific assignment.
We make particular use of our background in marketing in all industries and take full advantage of our academic background in this field in each project as and when it is required.
Amrop realized projects in every existing industry of Turkey, leading to success. It has accumulated experience in all industries, and the Company has both Turkish and foreign companies among its references.
Amrop has worked and completed several projects with companies trying to become institutionalized (create corporate structures) in order to prepare those to compete with corporate companies. These newly institutionalizing companies have been another focus for Amrop in the executive recruitment field.
360° Is Client Management
Correctly determining the corporate culture, structure and working standards of our clients plays a critical role in matching suitable candidates with the position. Our first step is to understand the client 360° and to determine the real needs of the client. Company culture, business goals and work style are all assessed in detail.
In project meetings with the client, it is not sufficient to merely understand the job description. Identifying the industry dynamics, the operations of the business, current product/service mix, direct competitors and determining the clients' position in the competitive environment are important factors which have an important bearing on the success of further search processes.
Comments regarding the client, the company and the position compiled during the research process are shared with the client.
After presenting a shortlist of candidates to the client, the client is invited to participate in interviews of the shortlist candidates.
Some changes necessary to affect the best performance of the position (title, location, compensation etc.) are recommended.
The place of the position in the organizational structure is questioned and recommendations for changes in the structure are put forward.
An analysis of the working style of the team in which candidate will join is carried out.
An active role is taken by being involved in the process of preparing and signing the contract. Accordingly, the views of the consultant are taken account of in preparing the compensation package in order to quell any doubts that may arise during the placement of the candidate.
360° Is Candidate Management
Amrop always maintains contact with all levels of successful professionals in the business world.
The first step of familiarization with the candidate comprises of a short interview by telephone. This interview compiles essential information regarding the candidate. A one-to-one interview is then carried out, which involves a 360° analysis of the candidate, including the professional background of the candidate, their personality and expectations regarding successes and targets. Evaluation of the candidate is not based only on the professional experience. A candidate's competencies, abilities, personality and cultural fit with the client are also assessed, reported in predetermined formats and presented to the client.
Further developments of the potential candidates are always followed up by the Consultant. The candidates subject to evaluation are always informed; an information flow maintained up to the end of the process. Reference checks of the candidates are very important. Reference checksare also performed with the 360° methodology, with references taken from the candidate’s superiors, subordinates and colleagues.
360° Is Business Ethics
Ethical values remain effective after the projects are completed; information provided by the candidates or the clients during the project is never disclosed to any other parties. No employee of any client is transferred to any other client within the twelve month period following the completing of the project process.
360° Is Confidentiality & Trust
Details of the project and the client are kept confidential throughout the project, and this information is shared only with suitable candidates at the final stage. In line with maintaining confidentiality of the client name, candidates interviewed on a face-to-face basis or by telephone are mentioned to the client as a profile (without disclosing the name) up to certain stages of the project. Clients take action based on our recommendations before making any strategic decisions about their Human Resources and Organizational structure. Executive managers consult our Consultants' experiences and suggestions prior to their career moves.
360° Is Satisfaction
After all the above steps, our clients rely on our methods and continue to work with us and, prefer to work with us in their new projects. Our Candidates do not hesitate to join new projects which we suggest even they have been interviewed - but not placed - in previous projects.
360° Head Hunting is a life style.