P = Personnel

The ingredients make the difference. A realistic job profile is the first step to successful recruiting.

The outcome of the personnel consulting process should be like a harmonious music piece even if there might be friction or discord on the way.

Whether you like country music, jazz, heavy metal or any other style of music before we start we should define the type of sound we want to create.

I differentiate between classical “Executive Search” and “Personnel Recruitment”.

“Executive Search” at a glance:

Profiling Search Selection & Presentation Closing contract Follow up
Description of mandate Job description Search strategy Search Interviews Presentation Interviews with clients Contract signed Quality control Follow up for six months
Together we discuss, define and agree the job profile, the timeframe and terms & conditions. AOC defines and identifies qualified personalities in its own network, database or based on recommendations and carries out first structured interviews with the most suitable potential candidates. A choice of best possible candidates will be presented to the client. He or she will then select the candidates to be invited for a first and possibly a second round of interviews. AOC supports both parties in the contract negotiations on request. A short quality analysis of the executive search process with a few KPI will be submitted to the client after an employment contract has been signed with the candidate. AOC maintains contact with both employer and employee during the first six months of the employment.