Rice & Dore Associates

1. Understand the client business

• Industry context
  
• Business model
• Strategy
• Culture, people
• Philosophy & values
• Goals & objectives, business plan
• Establish the client’s business drivers
  

2. Understand the performance objectives of the role(s)

• Define success (typically 1-3 performance objectives)
• Sub-objectives (0-12 months performance objectives)
• Working environment, infrastructure and support
• Desired skills, experience and characteristics
• Agree search parameters, process, accountability and timeline

3. Candidate Sourcing

• Sourcing the best (highest performing, most-suited values) candidates in the financial industry through extensive referencing and performance checks (we aim for a minimum of 3 third party references before approaching a candidate)
• Establish deep knowledge of the person and the professional: the candidate’s drivers

4. Candidate Assessment

• Rigorous face to face professional assessment, to build the relationship & deepen our understanding of the candidate’s personal and professional drivers
• Further performance and reference checks: confirm or challenge R&D assessment
• Compare candidate and client drivers
  • Suitable match (drivers and culture)?
  • Does the candidate have the skills and motivation to achieve the role’s performance objectives?
  • Will achieving these objectives advance the candidate in their career aims?

5. Process Management

• Drive and facilitate the process with professionalism, empathy, confidentiality and attention to detail

6. Close

• We aim to facilitate and encourage decisions that make sense for both clients and candidates

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