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The Approach   When you choose EMR to find high quality candidates, you can be assured of the best-customized solutions to your requirements. Below is our usual approach to a new assignment.   Stage I   : Preparation Stage II  : Search Stage III : Interviewing Stage IV : Offer & Acceptance   Stage I : Preparation Research An initial research effort will be undertaken to ensure that full information on the position and client company are obtained. In addition to job specifications and factual information, the consultant will attempt to understand the organisational culture, business philosophy and strategy of the client company, to determine the personality requirements of the position, and the future career prospects of this opportunity. Target List A target list of companies, the respective departments, and the identities of the prime individuals will be drawn up.   Stage II : Search Pre-qualification All identified individuals are approached in a descreet and professional manner to assess their suitability, in terms of their qualifications, experience, personality fit and motivation to move. Screening Interviews Selected candidates are further qualified in screening interviews. At this stage, the objective is to sell the opportunity to the candidate while at the same time, determining the candidate's level of interest and commitment to change. References A minimum of 2 reference checks per short-listed candidate will be conducted. Shortlist Qualified candidates are profiled in confidence to the client and after discussion; a shortlist of minimum 3 candidates will be drwan up for first interviews.   Stage III : Interviewing Interviews All short-listed candidates are throughly breifed on the company and the requirements of the position in preparation for the first interviews. At this stage, a confidential report will be provided on each candidate, together with a detailed resume. The client will also be briefed on each candidate and advised on any areas or issues for exploration and discussion during the interview. Specific suggestions will be offered on how to interest each promising candidate to the opportunity. If deemed appropriate and necessary, the consultant will attend the interviews. Feedback & Debrief Both candidates and client will be fully debriefed, after which a further shortlist of candidates will be scheduled for second or final interviews. Throughout the selection process, a continual dialogue between the consultant and the candidates will take place to ascertain the level of interest and sincerity to change, in addition to the job and personality fit.   Stage IV : Offer & Acceptance Offer Most clients make the offers through EMR as we are best poised to handle the delicate process of negotiation, and to represent the interests of both parties in order that expectations are matched and all needs fully considered. Resignation & Counter-offer This is undoubtedly the most critical stage in the entire search process, as experience has shown that an exeptional candidate is highly valued by his own organization and a competitive counter-offer or loyatly sentiments stirred up in this emotional event may jeopardize the entire process. This is the reason why EMR places strong emphasis on pre-qualifying the candidate's motivation to move in the initial stages of the search. The risk is minimized by the consultant's close supervision and monitoring of the resignation process and throughly preparing and counseling the candidate to handle any counter-offers. Acceptance Once the offer has been accepted, the start date will be confirmed. Thereafter, the consultant will ensure that the candidate commences his employment, and that all settling-in difficulties are quickly identified and resolved.

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