1. Analysis and Planning phase

Based on an extensive consultation with the client about their needs, we develop a comprehensive understanding of the organisation, its culture and business goals, as well as specific requirements for the appointment. The objectives of the assignment are defined and an ideal candidate profile is developed.

2. Search and Selection phase

A specific search strategy is drawn up and agreed with the client. Up to the position and the clients needs we can provide a multi channel search strategy based on direct search activities, personal network, print- and online medias.
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 (longlists), market reaction is also constantly fed back to the client.

3. Integration phase

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.
After a successful candidate has been appointed and begun their assignment, ISPA 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, ISPA can also take on the communication of the new appointment to the press and inside the organisation, if required.