Search as a recruitment method means that one, based on a predefined candidate profile, actively search the market and approach the most suitable candidates for a specific position. Proximo recommends search as recruitment method when the sought after profile is very specific or in high demand. By using this method, you will also be able to include candidates that might not be actively looking for a new challenge. Each assignment begins with personal meetings between the customer and Proximo consultants. We always work in teams with at least two consultants. These meetings serve as the foundation for our analysis of the customer’s business situation, corporate culture and recruitment need. This information is then used to define the assignment. Subsequently a comprehensive and systematic market screening begins to identify and approach the best-suited candidates for the specific role. In this phase, we are extremely careful to represent our client in a professional and objective manner.

The most qualified candidates are interviewed and those who, in our opinion, have the best prerequisites to succeed in the position will be presented to our customer. Our assignments usually take 6-7 weeks from the beginning of the search until the candidates are presented to the customer, references have been taken and a decision regarding employment has been made. We then conduct regular follow-ups on the recruitments in which we have been involved.

Environmental study

• Analysis of the organisation, market and corporate culture of the client company.
• Analysis of the actual position and ideal candidate profile.

Market analysis

• Desk-research (identification of which positions, at which companies in which industries that we wish to approach).
• Database searches in internal and external databases.

Telephone interviews

• Telephone contacts with sources.
• Description and promotion of the actual position.
• Telephone interviews with potential candidates.

Interviews and selection

• Personal interviews with the most interesting candidates.
• Final selection based on the candidates competence, personality  and ability to fit into the corporate culture.

Presentations

• Before the meetings with the candidates, the client is given a written and oral presentation of each final candidate.
• After the meeting with the client, we offer to take the formal references on the preferred candidate(s).

Follow-up

• We follow up with both the client and the placed candidate after three-six months of employment.