You are most likely considering the search approach because you need someone with special qualities and experience. You view their appointment as an investment in your business. You also want to be sure that the person you appoint is the best available in the market.
This is very much understood, and only candidates who offer the best fit for a role will appear on your shortlist. To reach this point, we need the fullest understanding of the scope of the post in terms of responsibility and functional duties, as well as a feel for your company culture and the softer skills thought necessary to succeed in the role.
Armed with a list of the skills, knowledge, attributes and special experience required, we use a mix of desk and telephone research to identify potential candidates to approach. In certain circumstances, we may also recommend advertising a post across a range of publishing and social media channels, in order to reach those who may have temporarily dropped from visibility.
At face-to-face meetings, our candidate interviews typically include a mix of behaviour description questions (how they have behaved in the past) and situational interview question (what the candidate would do in a hypothetical situation). This is also accompanied by questions exploring a candidate's motivation and aspiration for the future. The latter is important - there is no point hiring someone who is happiest with their sleeves rolled up, if the post is largely about delegation, for instance.
Typical posts include those of editor, editorial director, senior editor, brand editor, digital channel editor, head of data journalism, head of research and senior writer.