With executive recruitment for digital marketing professionals you are ensured of our full commitment until the right digital marketing candidate has been found. From search to salary negotiations, assessments and coaching. Traffic Builders People takes the load off your shoulders, from the beginning until the end. We make it our responsibility to keep searching until the right candidate has been placed in your organization.
The candidate did not pass the probationary period? Then we will restart the executive recruitment procedure, and we will do this for as long as needed until the right candidate has been found. There is no ”no-cure-no-pay”, like with Recruitment and Selection, but a partnership based on mutual commitment. This is quite exceptional, we are aware of this. Therefore, we would like to tell you more about our working method:
Our approach to EXECUTIVE RECRUITMENT
Step 1: The interview.
We are curious about the culture of your company and the nature of the work. That is why we would like to call you first, in order to get to know each other and to asses how we can help.
Step 2: The selection profile.
The job profile has been determined, but we will not get started yet. We will first translate the job description into a selection profile so that we know who we are looking for. Possibly we will also (re)write the job description.
Step 3: The search strategy.
Strategy is key. Therefore, we will start by preparing a search strategy. We start by choosing the best sources, and then we’ll get to work. After approaching several candidates we will draw up a long list. Subsequently, we will have an interview with all these candidates by phone. After having an interview with these candidates we draw up a short list of those we find suitable. Ultimately we will propose a maximum of three candidates.
Step 4: Interviews.
The candidates will come to your office to meet the manager or the responsible HR officer to have a first interview. After this interview we would like you to give us feedback about the experience you’ve had. At this stage we will also contact the former employer of the candidate. The second interview will be with the direct manager and possibly in the presence of future colleagues. In this stage we will also conduct a personality test and let the candidate make a business case. If we are satisfied about this test, we can proceed to step 5. The feedback given to us by both parties will be shared with both parties.
Step 5: Administration.
After the second interview the final candidate will receive the proposal. We will take care of the administrative process between the client and the candidate. This way we can keep up the pace and the candidate can get started as soon as possible.
Step 6: Candidate in service.
Once all steps are completed, the candidate is will be hired. This does not mean that we our ways will separate here. We will keep monitoring and give the candidate the opportunity to follow a coaching programme until the end of the probationary period. After six months we will evaluate the collaboration with the line manager and the candidate before we close the path for this position.