Our Commitment to Excellence
Shikari Groups focuses on a customized approach coupled with a quality process. This has been the foundation of our success.
Our commitment to truly partnering with our employer clients and fully realizing that we are entrusted with searching for the most valuable assets of the organization is a responsibility we take very seriously. Shikari Group realizes that no two organizations are the same and each one has it’s own set of needs. We have a custom tailored approach to our search.
Other than our core methodology to searching which remains constant, the rest of the process is built based on your needs. We come with an open mind, understanding every aspect of your organization in order to formulate the best strategy to solve your search.
Shikari Group’s Difference
We are Shikari Group; the retained search professionals of choice for companies across the country. Here is why companies select us:
We work exclusively for our clients. We represent you and partner together to find and secure the most talented professionals.
Thorough research allows us to provide you with custom profiles for every candidate in every search and that saves time for you and for your candidates. Most of your questions get answered prior to interviews; 85% of the search is complete before you meet any candidate.
Detailed timelines establish deadlines. You can mark your calendar and get back to work, while the targeted candidates receive confirmation that indeed, the opportunity is now.
We accomplish win-win arrangements. We do not e-mail resumes and hope for the best. Rather, per our comprehensive understanding of your needs and the candidates’ interests we recruit the very best talent and then facilitate interviews & negotiations. The bottom line is we help our clients win the war for talent, which is paramount for their business survival and growth.
Our retainer fees are not contingent upon the salaries of the candidates you hire. If we find someone who is an exceptional value, you will here about that person ASAP! Our unique flat fee structure allows us to help you secure the right candidates at the right salaries while taking away the guesswork of what it is going to cost.
We will operate with a set of values parallel to none and will earn your business through our expertise.
Key to creating success stories for both the client and the candidate is the partnering aspect of the relationship that our firm fosters with our client companies’ hiring executives.
The trust and confidence we develop and nurture with our clients during the search and consulting assignments we undertake on their behalf, brings assurance to both sides of the equation that our mutual goal results in successful placement of exceptional talent.
Beyond candidate placement, we ensure that our clients recognize that our success is also defined by the strategic management counsel we provide them throughout the entire search process, all in an effort to ensure the best match possible between the client organization and the candidate placed. The net result assures that there is minimal risk in attracting and retaining human capital.
A critical and fundamental component of the partnering process between our firm and the client company is the groundwork we lay prior to launching the search assignment. In addition to our own in-depth research, we conduct a thorough client briefing or due diligence session. During this session, the recruiter spearheading the search will meet with several of the company’s executives to define the recruitment assignment and gain a better understanding of the corporate culture of the organization. This is how we ensure the presentation of candidates who possess the finest technical skills, and the intangible qualities that will allow the individual to exceed expectations within the operating culture.
Also key to the success of the client-recruiter relationship is communication. We believe it is critical to apprise our clients of the status of their search assignments and our efforts to identify candidates on a regular basis. We also believe it is crucial to provide marketplace feedback to our clients during the course of the search, to ensure we have addressed any hurdles, barriers to entry, and issues we may encounter in our efforts to bring forth top talent.
- How good are the people?
- Does the culture fit?
- How is the morale?
Are you buying equipment and product or are you buying a well-run, complex organization that fits you?
Shikari Group can answer these questions prior to an acquisition.
We inform you of the personnel issues which can be a major factor in a merger or acquisition. We can present you with all the facts so your acquisition decision can be an informed one. We can help you avoid surprise. Through involved interviewing, we deliver the difference.
When a merger or acquisition doesn’t produce the sought-after results, people issues are most often at cause.
Management must spend the time and energy to learn about the human resource component of the target company prior to the acquisition. Otherwise, key people may leave in the face of uncertainty and turmoil. Clashing corporate values and cultures may cause distrust and rivalry among the organizations. The right people may simply end up in the wrong positions. Companies often neglect to evaluate the one resource which more than any other affects their position – their human resources.
The Proven Solution
This is a program designed to assess, evaluate and understand the people, the structure and the philosophy that drive an organization. This should be as important as the evaluation of a company’s products, market share and bottom line.
By conducting an HRAP before the fact, the acquiring company can evaluate the human resources of a potential acquisition. These are the people who are the moulders of the business, the people who can spell future success or failure.
The HRAP can identify key players – their strengths, their weaknesses. It can tell how and where they will best function in the new entity, who among these key players is the most valuable and who is the most vulnerable.
The questions are many. The acquisition audit helps answer them. It provides a tool to better manage the acquisition process. It opens the door to the possibility that this is an acquisition that should be re-evaluated or perhaps not made at all.
By assessing and evaluating the resource that may impact the outcome of an acquisition more than any other, decisions can be made from a new and informed perspective.
Please enquire about our other service offerings.
The Assignment Team invests considerable time interviewing client personnel and reviewing company literature, plans, policies and key objectives. This is a comprehensive process designed to develop a thorough understanding of our client’s business, including:
- company history and future strategy
- management structure and culture
- products/service offer
- markets & competition.
On completion, our Consultants prepare a detailed agreement for approval; this outlines our understanding of the assignment, the specific responsibilities of our firm and the client, and the precise costs involved. Occasionally our clients have important questions concerning more specific issues; we are well equipped to offer advice on:
- organizational structure
- management process
- policies and procedures
- compensation systems
Once we have received the client’s formal “go ahead”, we develop a detailed job description and candidate profile outlining:
- company background
- goals and objectives
- position description
- primary responsibilities
- reporting relationships
- ideal personal characteristics
- required experience
Compensation & Benefits
Once approved, the position specifications become the yardstick by which both our firm and the client evaluate prospective candidates
Having established the criteria for candidate selection, we undertake a thorough search to determine target industries and companies, and to identify potential candidates within them. We generally employ three methods:
- original research of targeted industries and companies
- networking our industry sources for referrals
- our extensive candidate database
We liaise closely with our client throughout the development of the Target List and encourage them to recommend additions/deletions before we initiate direct contact with the candidates.
Once the Target List is agreed, we approach those individuals who meet the position specifications to further qualify and evaluate their credentials and potential interest level. These conversations are handled with the utmost discretion in order to protect both the client organization and the individual candidates.
It is our firm’s practice to personally interview every candidate prior to referral. Individuals are thoroughly assessed in terms of personality, managerial style and employment history, and in return, we candidly interpret the client’s organization, work environment and career opportunities.
Short-List and Client Interviews
Detailed reports are submitted on those candidates who most closely meet the necessary criteria. We continually act as an intermediary and objective third party during the client-candidate interview and debriefing process.
Offer and Reference Check
We assist our clients to structure a tailored package that will be attractive, fair and satisfy the candidate’s individual requirements. The offer is normally made subject to rigorous reference checks, which we will conduct with the utmost care and with the candidate’s prior knowledge; it may also be subject to medical examination at our client’s discretion. We have internal facilities for psychometric testing for those clients who require it.
Good candidates may be lost at this crucial stage without proper handling. Once the offer has been made, we will actively participate in finalizing details of the remuneration package and terms & conditions to bring the appointment to a successful conclusion.
Performance Evaluation and Follow-Up
Once the appointment has been made, we continue to maintain contact with both the client and candidate to ensure the new executive’s smooth transition and integration into the client organization.