SDI contributes...
SDI contributes to global and domestic economic development.
SDI is the foremost human resources recruitment organization of Pakistan , whose services are trusted and admired throughout the country and beyond boarders also. Since its establishment, SDI has proved itself a leader, reliable and trendsetter of manpower export to all over the world. The graphs of its success are not showing a slow impression; rather it has tremendous achievements In this field. The data and facts prove us the best and professional manpower export company approved by the Government of Pakistan so far in Pakistan .
Who we deal for...
SDI is the foremost human resources recruitment organization of Pakistan , whose services are trusted and admired throughout the country and beyond boarders also. Since its establishment, SDI has proved itself a leader, reliable and trendsetter of manpower export to all over the world. The graphs of its success are not showing a slow impression; rather it has tremendous achievements In this field. The data and facts prove us the best and professional manpower export company approved by the Government of Pakistan so far in Pakistan .
Who we deal for...
SDI is a pigment (human resource) provider which blends (takes part) in a number of ways to color (develop) your organization so we are the color artists in this way to do choreography on your lyrics in... |
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Recruitment & Selection
Succession Planning – Recruitment Methodology
The process detailed below is our proven methodology, used for senior search assignments.
• Understanding our client:
Detailed discussions with the key stakeholders from the client company will be required and are held so that the assigned search team not only know the technical requirements of each role but also understand the organization, its culture, challenges and vision to ensure there is a lasting fit and the attractions of the role(s) are fully understood.
• Position Profiles:
Further to these discussions, we will compile a full position profile for each vacancy, including candidate(s) profile and likely career background and skill sets, and agree(s) this formally with the client before search commences.
• Parameters Agreed:
During a conference with the client, we will review and agree any target institutions and regions of particular interest.
• Applied Research:
The assigned Charterhouse team (consultants and research assistants) will be experienced in the specific sector in which the client operates, specializing in the research and identification of senior professionals for clients within the Middle East . This cooperation will result in a comprehensive and extensive list of possible candidates (we will use a technique of market mapping to focus on identifying the right candidates). The client will be kept fully informed at each stage of the assignment.
• Advertising:
If required, we are also able to organize targeted advertising campaigns to increase the profile and attraction of candidates for the specific assignment. Using our market knowledge and regional experience, we are able to recommend a number of advertising methods; these could include web based advertisements on region specific websites or impact giving printed adverts in leading broadsheets. The response will be filtered and managed completely by Charterhouse. Relevant candidates responding to any advertisement will be evaluated as described below.
• Evaluation:
Candidates are approached by the Consultant in absolute confidence and, where appropriate, they are met to discuss the opportunity, the scope for advancement and their ‘fit' for the role. This may necessitate several discussions with the candidates. We recommend agreeing a role specific structure with the client for our initial interviews with the target candidates; this should be tailored to provide the basis for subsequent candidate reports presented at the shortlist stage.
• Shortlisting:
We will meet with the client and present a list of the most suitable individuals for each position, together with a background report, detailed biographies and our Consultant's suggestions. Our opinions are expressed forthrightly and without bias or conflict.
• Client Interviews:
Our consultant will work closely with the client to arrange and plan the interview process. We also work closely with both the client and the candidates to ensure each party receives feedback and reflections from the other, as the post-interview debriefs are an essential and delicate part of the process.
• Engagement:
We will assist the client in the parameters of an offer letter as the offer stage is the most sensitive in the process. Our candidates are invariably highly valued by their current employer and the majority of offers result in counter bids. Our consultants are experienced in managing candidate psychology by addressing the likelihood in advance with the candidate and canvassing their reaction to a counter offer or a variety of competing offers.
The key elements of attracting the best individuals will be our presence within the Middle East, our intimate knowledge of the local culture and environment and our proven ability in providing first hand guidance and advice to individuals and their families when considering a move to the Middle East. We are also able to meet candidates when they arrive for interview in the country and act as a local point of contact for them, facilitating a smoothly run interview process.
Providing candidates with independent advice is of paramount importance in ensuring this delicate transition proceeds effectively and efficiently.
The process detailed below is our proven methodology, used for senior search assignments.
• Understanding our client:
Detailed discussions with the key stakeholders from the client company will be required and are held so that the assigned search team not only know the technical requirements of each role but also understand the organization, its culture, challenges and vision to ensure there is a lasting fit and the attractions of the role(s) are fully understood.
• Position Profiles:
Further to these discussions, we will compile a full position profile for each vacancy, including candidate(s) profile and likely career background and skill sets, and agree(s) this formally with the client before search commences.
• Parameters Agreed:
During a conference with the client, we will review and agree any target institutions and regions of particular interest.
• Applied Research:
The assigned Charterhouse team (consultants and research assistants) will be experienced in the specific sector in which the client operates, specializing in the research and identification of senior professionals for clients within the Middle East . This cooperation will result in a comprehensive and extensive list of possible candidates (we will use a technique of market mapping to focus on identifying the right candidates). The client will be kept fully informed at each stage of the assignment.
• Advertising:
If required, we are also able to organize targeted advertising campaigns to increase the profile and attraction of candidates for the specific assignment. Using our market knowledge and regional experience, we are able to recommend a number of advertising methods; these could include web based advertisements on region specific websites or impact giving printed adverts in leading broadsheets. The response will be filtered and managed completely by Charterhouse. Relevant candidates responding to any advertisement will be evaluated as described below.
• Evaluation:
Candidates are approached by the Consultant in absolute confidence and, where appropriate, they are met to discuss the opportunity, the scope for advancement and their ‘fit' for the role. This may necessitate several discussions with the candidates. We recommend agreeing a role specific structure with the client for our initial interviews with the target candidates; this should be tailored to provide the basis for subsequent candidate reports presented at the shortlist stage.
• Shortlisting:
We will meet with the client and present a list of the most suitable individuals for each position, together with a background report, detailed biographies and our Consultant's suggestions. Our opinions are expressed forthrightly and without bias or conflict.
• Client Interviews:
Our consultant will work closely with the client to arrange and plan the interview process. We also work closely with both the client and the candidates to ensure each party receives feedback and reflections from the other, as the post-interview debriefs are an essential and delicate part of the process.
• Engagement:
We will assist the client in the parameters of an offer letter as the offer stage is the most sensitive in the process. Our candidates are invariably highly valued by their current employer and the majority of offers result in counter bids. Our consultants are experienced in managing candidate psychology by addressing the likelihood in advance with the candidate and canvassing their reaction to a counter offer or a variety of competing offers.
The key elements of attracting the best individuals will be our presence within the Middle East, our intimate knowledge of the local culture and environment and our proven ability in providing first hand guidance and advice to individuals and their families when considering a move to the Middle East. We are also able to meet candidates when they arrive for interview in the country and act as a local point of contact for them, facilitating a smoothly run interview process.
Providing candidates with independent advice is of paramount importance in ensuring this delicate transition proceeds effectively and efficiently.
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Email: info@sdihr.com |
| OEP Licence# MPD/2650/LHR |
