Search Assignments

The Process:

We provide clients with a detailed overview of the Deacon Search Process when we meet them but in summary:

  • We have designed a revolutionary search process which results in us presenting an initial, more focused target list of candidates to clients rather than a regurgitation of all those in the field in question. In this way we ensure that our client's time is not wasted by considering unduly long lists of candidates, the majority of which will be disinterested or unsuitable.
  • To enable us to produce such a focused target list we undertake, with the assistance of our research team, thorough research using our extensive contacts, database and sources to identify and qualify the target candidates who most closely match the position specification. Our consultants (not the research team) also approach all target candidates. This protects the quality of our approaches and ensures our continued success in obtaining access to suitable candidates.
  • We have as transparent a process as possible and provide updates to our clients throughout the process. This includes a detailed research report. This report includes detailed profiles of interested candidates. These profiles set out an individual's career path, areas of expertise, recent experience, clients and market positioning. It also highlights any potential following a candidate may have and independent views on their reputation. The report also includes details of all other candidates who were not interested with relevant feedback where appropriate.
  • In the research report we also provide an overview of the relevant market and feedback from candidates and other sources which can provide vital market intelligence to our clients.
  • After we have met the target candidates (and provided them with detailed information about the role), we shortlist the most suitable candidates. The client then begins to interview these candidates.
  • We continue to project manage acting as an intermediary in the interview stages, providing clear and constructive feedback and, later in the process, advising on offers, resignation and counter offers. We do this without unnecessary intervention as we recognise the importance of building personal rapport between clients and candidates. However, in our experience the final stages of the process are often overlooked and so it is vital that the parties remain fully committed to bring the search to a successful conclusion.