Headhunting & Recruiting

Direct search is the most focused way for identifying the most suitable candidate for the Client’s specific needs. The direct search optimises the recruitment process as it allows contacting the right candidate for the requested position and being, above all, cost efficient and time effective.

Identifying the tailored needs of each individual appointment involves a detailed analysis of the Client’s organization and of the local market environment. These goals are fulfilled during a preliminary meeting, which is usually held at the Client’s office and it is aimed to identify the candidate’s ideal characteristics, the position role within the organization, the relevant objectives and the final job description.

At the end of this stage, Pragma starts the search of potential candidates, evaluating their track record and their consistency in terms of professional skills and experience, ambitions and references. At the bottom of the search stage, a number of suitable candidates is confidentially invited in taking part in the selection process. The result of the selection process is a short-list of suitable candidates (not less than three).

The Client will receive a confidential report about each candidate, including professional and personal background and consequent evaluation. This whole process is usually completed within a two week period. The search & selection process, however, does not end until the Clients inform Pragma of their needs being successfully fulfilled. Pragma’s swiftness, discretion and effectiveness is achieved through a constant updating of the candidates data base, the constant monitoring of executives and personnel turn-over, their replacements and the high level expertise of Pragma staff which includes a deep knowledge of the business environment.

Identifying the tailored needs of each individual appointment involves a detailed analysis of the Client’s organization and of the local market environment. These goals are fulfilled during a preliminary meeting, which is usually held at the Client’s office and it is aimed to identify the candidate’s ideal characteristics, the position role within the organization, the relevant objectives and the final job description.

At the end of this stage, Pragma starts the search of potential candidates, evaluating their track record and their consistency in terms of professional skills and experience, ambitions and references. At the bottom of the search stage, a number of suitable candidates is confidentially invited in taking part in the selection process. The result of the selection process is a short-list of suitable candidates (not less than three). The Client will receive a confidential report about each candidate, including professional and personal background and consequent evaluation.

This whole process is usually completed within a two week period. The search & selection process, however, does not end until the Clients inform Pragma of their needs being successfully fulfilled. Pragma’s swiftness, discretion and effectiveness is achieved through a constant updating of the candidates data base, the constant monitoring of executives and personnel turn-over, their replacements and the high level expertise of Pragma staff which includes a deep knowledge of the business environment.

Pragma pursues a precise point of honor in respecting the Client needs and in the strict professional ethic. P

ragma always sticks to a specific ethic line of action: – Pragma shall neither press nor solicit for candidates within the Client’s organization for a period of 24 months after the last assignment; – Pragma shall not disclose – without authorization – confidential information on candidates and on the Client’s organization and structure; – Pragma shall accept only assignments that can be reasonably fulfilled; – Pragma shall re-start the search & selection process, with no charge, when the employment relationship with a candidate is terminated within 6 months from recruitment.