Our Process at Meridian Search & Advisory
Our process is simple: thorough and original research, zero compromise on our due diligence, and to focus on the results that will deliver the long-term benefits, which will provide our clients with an advantage in the marketplace.
We have never relied on an internal database of previous candidates, nor do we post positions in public domains. We believe in original research. This means that we listen to what you need and then network and scour the market for an exact fit.
We identify gainfully employed prospects that are happy where they are, and are key contributors to their current organisations. As passive candidates, many do not have résumés but, for a variety of reasons, they take our call and are open to hearing about your interesting opportunity. You have educated us so well that, in most cases, these professionals think that we are an extension of your own human resources team. This intimate knowledge builds immediate credibility with prospects as we construct our initial relationship.
We believe that touch points are critical to a successful hire. The more opportunity we have to interact with a candidate, the more we can mitigate risk for this new hire. Typical candidates have as many as three phone or Skype conversations with us, and at least one face-to-face meeting before they are presented.
We conduct primary and secondary reference checks to get in-depth perspectives on skill and cultural fit. The more access we have to the real person, the more of an informed decision we can help you to make.
We utilise the best-in-class practices in every assignment. Most importantly, we choose quality over quantity in the number of engagements that we accept at one time. This is as straight-forward as it gets for us at Meridian. We believe that people are your biggest asset and that talent acquisition should be our mutual priority.
We hire as if we are hiring for ourselves.