Beacon

Step 2: Research & Search Strategy
Using our database and through other sources of information, contact is made with the prospective candidates to determine the suitability. We then conduct an extensive interview to evaluate their qualifications and level of interest in the client's position. We then shortlist the candidates and prepare reports on them and the market as a whole.

Step 3: Candidate Presentation
We present the shortlisted candidates, along with detailed profiles of their background, work history and assessment of their qualifications.

Step 4: Reference Checks
We conduct at least two to three reference interviews with peers, managers and direct reports to generate a comprehensive profile of the final candidate. The reference report highlights the person's strengths and weaknesses, which in turn helps the client communicate effectively and prepare the candidate for success.

Step 5: Compensation Negotiations
We provide guidance on compensation, taking into account the budget requirements and market rates in the strictest of confidence. We will even conduct compensation negotiations with the final candidate including managing any unrealistic expectations.

Step 6: Follow-up
While the assignment is technically complete once the offer is accepted, we continue to keep in touch with the client and candidate so as to facilitate dialogue on potential problem areas. This is also to ensure that the successful candidate is settling well into the new work environment.

Reference Checks
One of the trademarks of our executive searches is the thoroughness of our reference checks. We conduct extensive reference audits to ensure a thorough screening of candidates' credentials and past working experiences.

Professionalism
We know the professionals at all levels in our specialty fields. We know who the stars are, we know where and how to find them, and we know how to ask questions when doing references in order to obtain the depth of knowledge a client needs in making the right decision. We take pride in finding candidates having the required skills and traits that fit the culture and team chemistry of the client's organization.

Best Team Approach
Since the requirements of each position is unique, our 'best-team' approach assigns the most suitable consultant (based on his industry expertise, research experience and geographic reach) to fulfill the specific recruitment needs. Our consultants will use sound judgment and perceptive insight, honed through years of experience, to deliver candidates of the best fit and of the highest quality.

Staying In Touch
We regularly engage in dynamic interactions at industry conventions and seminars. We constantly keep abreast with the latest developments in human resource planning, and general market manpower movement. We also keep regular contact with our clients in case there is a change in direction.

Code of Confidence
We maintain absolute confidentiality of our clients on their human resource strategies regardless of whether this information is given directly or through corporate intelligence that we access. Integrity is an important component of our company culture and we adhere strongly to moral practices and industry ethics. In the same light, this standard of confidentiality is also maintained when dealing with our candidates.