How we work
As a trusted advisor we believe that a skilled search professional needs far more than a wide contact network to be effective. We quickly grasp the unique cultural DNA of each client and the specific functional challenges of each mandate.
We work closely with our clients providing detailed advice on the talent market and think creatively about where the best talent can be found.
Our clients can be assured that they are seeing the widest available pool of talent on any given search.
We also believe that the trusted professional relationships we build both with our clients and candidates directly influence the successful outcome of each search.
Process Pre-Shortlist
Our aim is to provide clients with a shortlist within 4 to 5 weeks of the initiation of a search. In the run up to shortlisting we provide research and summary candidate information. We also propose weekly update calls with clients during which we discuss and refine the potential candidate research.
As we start to pre-screen and interview candidates (normally from end of week two) we will be able to augment the research with full CVs and additional information on remuneration, motivations, cultural fit etc.
For the final shortlist of candidates Kern Consulting provides interview notes detailing full remuneration, including LTIP if applicable, notice periods, details of any restrictive covenants, a summary of relevant experience and candidate motivation, along with our own thoughts on areas of notable achievements or where client might wish to probe the candidate for greater detail.
Right throughout this process client feedback is valuable and is used to ensure that those candidates presented at the shortlist stage all fit the brief.
Process Post Shortlist
Post conclusion of client shortlist interviews, alongside managing the ongoing interview process, it is Kern Consulting’s role to solidify its relationship with the candidates going forward.
During this period we will often meet with progressing candidates again to go through their thoughts, motivations, remuneration expectations and their feedback from the first round interview. It is our role to act as a trusted advisor, uncovering any concerns, and keeping the candidate engaged in the process. We will feedback to the client any concerns, or indeed, any aspects of the role about which the candidate is particularly excited, so that the client understands which areas to focus on and how to effectively to position and sell the opportunity to the desired candidate.