The SpenglerFox Methodology
There is nothing we love more at SpenglerFox than the satisfaction of achieving the seemingly impossible, the satisfaction of completely fulfilling a client’s needs by finding the perfect candidate. Whilst we have the agility to move at speed we also have the endurance and determination that ensure constant focus on long term projects. Our in-depth processes allow us to build trust and long lasting relationships with our clients across the world.
Our methodology has seven detailed and comprehensive phases as outlined below. Each phase is carried out with discretion, sensitivity and using the full resources and market insight at our disposal.
Phase 1.Project Ignition
Before engagement we anticipate the potential needs of a client and identify a dedicated project team. This ensures that we can commence our search immediately on assignment confirmation. Following engagement, search methodologies are identified and a project plan and timescales are agreed with our client. All searches are managed by at least one dedicated researcher and specialist consultant. All searches are supervised by the local Country Manager and regional practice group leader.
Phase 2. Search, Screening and Selection
Search:
Our mission is to find talent. Whilst our primary focus is direct search which is carried by our talented team of local and regional researchers we also employ a variety of secondary search methodologies. These include searching our industry leading database, networking in both the physical and virtual environments and news searches to name but a few.
Our philosophy of transparency and sharing information ensures full project visibility across our international practice group network. This gives us access to expatriate, repatriating and international candidates in real time.
Screening and Selection:
Following the identification of the SpenglerFox long list we initiate short-listing through a detailed and comprehensive short- listing process. This commences with initial telephone interviews which assess a prospective candidate’s suitability for and interest in the position. Once this has been confirmed, candidates carryout in-depth one to one interviews with the project’s lead consultant. The interview format is a combination of non-directive discussions to assess the candidate’s personality and communication skills, as well as competency based interviews.
Finally, unless otherwise directed by our clients, all of our short-listed candidates undergo psychological profiling in the form of the Thomas DISC Behavioural Analysis Test.
Following this rigorous assessment we select those candidates that we deem most suitable for the role and the client organisation based on competencies, experience and motivations and present the shortlist of candidates to our clients.
Phase 3. Shortlist Presentation
The SpenglerFox shortlist presentation takes the form of a detailed assessment report, which contains information on the candidates’ personal, behavioural, academic and professional profiles, including a rationale in which we explain why the candidate should be considered for the role. We then review the shortlist with our clients and action any feedback.
Phase 4. Client Interview
At SpenglerFox we consider it our duty to manage the shortlist of candidates through the client interview process. This ensures complete discretion and the minimum amount of disruption to our client’s organisations in what is often a sensitive process. Following interviews we will then review & discuss the performance of each candidate with our client.
Phase 5. Offers and Acceptance
SpenglerFox provide formal offers & rejections to candidates on behalf of our client. We support our client in the preparation and presentation of the offer to the successful candidate. This is then followed by discussions with both the client and the candidate.
Phase 6. Integration
Following acceptance of an offer we work in partnership with our client and candidate to identify integration needs and plan the successful integration of the candidate into their new organisation. We also facilitate on-boarding where required.
Phase 7. Review
We are absolutely committed to quality and as such it is imperative that we are able to gauge whether we have successfully met our client’s and candidate’s needs. As such, after every placement we carryout in-depth service reviews with our clients. The feedback is then reviewed by an internal panel of Country Managers and our Managing Director to ensure maximum client satisfaction and promote a culture of continuous improvement.
Our absolute commitment to our clients
Our clients come first. We like to make sure that our clients receive the service excellence, intelligence and personality that they expect from SpenglerFox at every encounter. Whilst our organisational structure allows us to be responsive and flexible, we are completely rigid when it comes to quality. Some of the quality measures that you can expect as a SpenglerFox client include;
Weekly Progress Reports
As a SpenglerFox client you will receive a weekly progress report unless otherwise directed. Much like the target list and long list the level of detail we provide in this progress report is usually agreed with the client before we commence the search.
Benchmark Candidates
'Benchmark' candidate profiles are sent to our clients within 7-10 days of the project start. This allows us to confirm our understanding of the required profile and incorporate any client developments into the project.
20 Day Audit
We encourage our clients to provide feedback before the short list is delivered so we can monitor our progress and improve communication and the efficiency of the project. As such all searches receive an audit by a senior member of staff 20 days after project start. Client feedback is taken seriously and cascaded out to delivery and accounts teams immediately.
Client Service Review
We carry out client service reviews after the completion of each assignment. This gives you the opportunity to inform us of any service improvements that could be made and allows us to take on recommendations. Although we are in close communication throughout the assignment this process allows our clients to provide more comprehensive feedback on the entire project once a successful placement has been made.
