Chaberton Partners SA | Management Search Professional Search Lugano Ticino Svizzera
Management Search Professional Search Lugano Ticino Svizzera
Management Search Professional Search Lugano Ticino Svizzera
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Management Search

Chaberton Professionals

Chaberton Professionals’ focus is to find and select the best professional and managerial profiles in order to enrich clients’ leadership pipeline.

Our structure, network and know how allow us to get to know each candidate individually, applying our proven methodology.

We will increase our Client’s competitive advantage by aligning strategy with people and culture.

Who we are

Chaberton Professionals is the management recruitment company part of Chaberton Partners. We support companies for all type of recruitment across Europe, from middle to top management positions. Our comprehensive and cross-industry approach allows us to deliver custom-made solutions.

Through our consultants’ knowledge and experience we can assure an immediate access to qualified, pre-screened and selected candidates. According to Client’s specific needs, profiles are recruited either on a permanent or interim basis.

Our Methodology

In searching your best candidates, Chaberton Professionals commits to a comprehensive and disciplined approach which focuses on advising clients and candidates throughout all phases of the search.

Our aim is to exceed client expectations by providing a meaningful array of candidates through a process, which includes five main phases:

IDENTIFY NEEDS AND DEFINE PRIORITIES

SETTING THE SEARCH STRATEGY

CANDIDATE PIPELINE ATTRACTION

PRESENTATION TO CLIENT

SEARCH FINALIZATION

FOLLOW UP

1. Identify needs and define search priorities

  • Acquire an in-depth knowledge of the client by visiting on site and spending quality time in understanding the company, its culture, and the current and future organization needs
  • Determine the requirements and offer insights on benchmarked roles and, when appropriate, challenge the assumptions and work with the client to produce alternative approach to defining the role
  • Consequently develop a customized job profile and candidate specification
  • Determine the client priorities that will shape the search process

2. Setting the search strategy

  • Headhunting: conduct targeted talent scouting by company, sectors and specific geographies to find those with relevant competencies and background
  • Media and job boards: publish on ChabertonPartners.com and all majors global Job Boards, through our unique relationships, to enrich the candidate base and shorten the recruitment time process
  • Database: Connect with our extended global network to further qualify prospects and run preliminary market analysis.

3. Candidate pipeline attraction and build-up

  • Develop a meaningful list of prospects best qualified for the role, with the goal of providing real options for clients to consider
  • Approach potential candidates to validate their interest in the role and current aspirations
  • Conduct a rigorous blend of competency and behavioural-based interviews
  • Short list the best qualified candidates for the role and strong interest in the position

4. Presentation to client

  • Present every candidate with the most update resume and a detailed report
  • Conduct background, certifications and salary checks
  • Complete the presentation by integrating informal external views on each candidate to confirm and enhance our knowledge of the candidate’s achievements and track record
  • Attend in-person interviews alongside the client (optional and upon the client’s request)

5. Search finalization

  • After the client has selected the final candidates, conduct a strong reference check to best support client’s choice
  • Assist in negotiations over compensation and other terms to help finalize the search
  • Regularly communicate with client and placed candidate during the transition
  • Conduct client satisfaction survey to improve service and refine approach
  • Periodically follow up with client and candidate once search is closed, checking in on the placement’s fit with the organization and the progress of the transition

6. Follow Up

  • Coach and assist the candidate during the onboarding
  • Regularly communicate with the client on the on boarding and performance of the candidates