True Partnership

At Eddisonfields we take pride in owning the people pillar of our client’s business plans. Eddisonfields works in true partnership with its client base, not just an external service provider, be that working in conjunction with HR and business stakeholders in an enterprise environment or facilitating the function of HR and developing a resourcing function in a start-up environment.

Eddisonfields Human Capital Advisory creates a bespoke solution that combines Executive Search, Research and Talent Acquisition and directly addresses the people component of any business plan over the short term (12-month cycle) to a long term and sustainable strategy.

At Eddisonfields, executive search is our primary business. Our core values are centred on delivering a top quality, highly tailored product to our clients. Each assignment begins with a thorough understanding of our client’s culture, strategy and corporate goals.

We believe that our Director’s first hand executive experience within our sectors is crucial to truly understanding our clients needs and helps to refine the search requirements. From this point, we use our industry knowledge and contacts, detailed desktop research and both our in-house and public databases to identify suitable candidates for each of our assignments.

Depending on the client’s needs, we will include appropriate domestic and international markets. As our target candidate pool is usually not active in the job market, it is highly unusual to augment this research with printed media advertisement.

We provide complete candidate assessment packages to our clients to help them select preferred individuals. This includes the results of our consultant’s interview and candidate’s salary information, career history and personal data (as pertinent to the role).

As a boutique firm, we are happy to vary the above process to meet client needs. If a client does not require a full search, we often will undertake specific research projects, provide tailored advisory services or work with you to develop the required output.

Referencing

As part of our executive search service or as a stand-alone product, we provide clients with a rigorous, thoughtful and forensic referencing of their potential candidates, designed to reveal insights into a candidate’s management style, capability and personality that cannot always be uncovered during an interview. We speak formally with all named referees, as well as informally with unnamed referees or business contacts that we have identified through our research. In addition, each candidate is subject to a thorough online and social media analysis.

Process & Timescale

1. The Briefing
Initial face-to-face meeting where we gain a clear understanding of the clients organisational structure, key business drives and key issues. We will also discuss the job specification, skills, experience and qualifications required.

2. Candidate Identification
Potential candidates are identified from our research, expertise and an informed discussion with the client.

3. Candidate Evaluation
Qualified candidates are interviewed and evaluated by us. We carry out informal referencing and qualification checks for shortlisted candidates.

4. Candidate Presentation
From the key candidates, we present detailed confidential profiles including: career; biographical data; full remuneration package (current and historical); and full written profile to include expectations and perception about the client.

5. Interviewing
We coordinate the interview process and act as facilitators, providing detailed and confidential feedback to both client and candidate.

6. Facilitating
We maintain close contact with the client and candidate to manage the offer process, managing expectations and ironing out any outstanding issues.

7. Reference Checking
We continue with the reference checking process and inform the client.

8. Closing
Continued clarification of role, organisation, career benefits and highlighting of candidate “hot buttons”.

9. Leading to Acceptance
Pro-active monitoring throughout the notice period (specifically managing the counter- offer) and continued role acting as facilitators.

10. Successful Completion
Monitoring of candidate during the first 6 months of employment.

Find out more

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