Recruiting and Head Hunting
IOR brings cumulative experience from:
- More than 3.300 searches, recruitments and Head Hunting.
- More than 36.000 selections of middle managers and professionals.
The attributes that allowed IOR’s leadership position in Personnel Selection and
Executive Search are:
- Thorough analysis of the position and its environment, as well as its strategic,
cultural and organizational characteristics.
- Identifying success factors for the position (supra-competencies). • Proactive and
creative multicultural recruiting in synch with the particulars of each market.
- Professional and rigorous selection process, geared towards Client and Candidate
satisfaction.
- Quick turnaround thanks to experience in the process and ample resources.
Other distinctive traits of our services in this area are:
- Consulting Team specialized by industry and by functional area.
- National and international coverage with offices in Madrid and Barcelona.
- Expert software for selection management up to European standards.
- Updated database with over 108,000 candidates approved by IOR.
- Database with structured and open text search engines equipped with OCR (Optical
Character Recognition).
- Integrated recruiting systems: head-hunting, ads, e-recruitment, internal and external
databases, national network, etc.
- Warranties ranging from 6 months (professionals) to two years (executive management)
from date of hire and under any circumstance.
In Head Hunting, both nationally and internationally, the process starts with a
true “market research” based on:
-
Identifying industries, geographical areas and companies that given their profile
have a high chance of having executives with the defined characteristics (establishing
target).
- Identifying such executives and initiating approach for a first information
exchange (motivation for the project and profile fit).
Additionally, this methodology
also includes:
- Referral channel: use of our network of connections and industry
opinion leaders to obtain referrals for candidates that fit the profile of the search.
- Use of other complementary channels like e-recruitment and Business School databases.
From this point on, the process continues by repeatedly contacting potential candidates.
This progressively increases the level of information being exchanged while the
client is kept updated on the progress and the state of the marketplace.
At the
end of the process a client presentation includes a full achievement/competencies
report for the pool of better qualified candidates.
In order to minimize any hidden
agreements or bias we also obtain indirect/crossed references.
At the end, we provide
close support during the candidate-client interviews, assisting in the decision-making
regarding the right candidate, throughout the compensation negotiation and during
the development of the deal.
