To fulfill our client's demands and to satisfy its varied business needs in the Americas, Bayer Consulting LLC (BC) finds, attracts, and polishes bilingual/bicultural executives, professionals and consultants in the US, Canada, Spain and Latin America.
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The average candidate recruited by BC is a bilingual/bicultural professional with international experience. Often, experience doing business in the US and in Latin America, added to particular skill sets and competencies allow an executive to work smoothly in Latin American operations. The preferred candidate attracted by BC would be able to become a strategic partner to companies with short and long-term objectives in the US, Spain, or Latin America.
Our searches can be as broad or as limited as our clients wish—i.e. geographically it can be worldwide or bound to a specific city/county/state/country. BC's searches can be conducted in Argentina, Brazil, Bolivia, Canada, Chile, Colombia, Costa Rica, Guatemala, Mexico, Peru, United States and Spain.
The complexity of our goals and the commitment of BC 's consultants to each case enable us to provide the best value-added service.
How does BC ensure highly qualified candidates for each position?
- Focusing on the client's needs and respecting ethical standards
- Searching for candidates that meet the client's needs and have the competencies and wisdom to do the work.
- Using the competitive advantages of its network of affiliates and independent consultants, as well as its technical experts.
- Recruiting people who fit our client's corporate culture and working environment.
- Conducting full reference checks on the spot, saving time and avoiding surprises.
BC is capable of handling multiple, challenging assignments, at the same time. Hence, it is willing to prove itself a valuable source forfinding high and mid-level executives and professionals for your organization .
BC BASIC RECRUITMENT PACKAGES:
BC's goal is to be your strategic partner by attracting well-rounded executives, professionals and consultants who fulfill the technical requirements and core competencies for each position, smoothing the recruitment process and guaranteeing total satisfaction . If our client is not satisfied with any of the presented candidates, or if the hired person quits the position within the first twelve months of its employment, it will be entitled to request the presentation of more candidates.
Retained searches include:
- Pre-search work.
- Internet postings.
- E-mail campaign.
- Active and Passive Candidates.
- Phone Screening.
- Reference checks.
- Personal interviews.
- Executive Profiling.
- Short list presentation.
- Candidate report.
- Hiring facilitation.
- Executive Coaching.
The average time for this type of search will be approximately 30-45 days.
Concept Definitions:
Pre-search work:
In coordination with hiring manager for the vacant position and/or the designated HR officer, BC will specify search chronogram and guidelines, evaluate the job description, and identify required competencies for the position(s). BC will then undertake related research and, if needed, and clarify the pending issues/questions with the aforementioned people. This work will precede the official beginning of the search to focus the search on the client needs, thus saving time and improving efficiency.
Internet Postings:
BC will market and promote its ongoing searches for the client through the Internet in specialized websites, portals and job boards, and other relevant sites.
E-mail Campaigns:
One of the most efficient ways to promote ideas, products and services is the targeted use of e-mail. This method is appropriate for recruitment and BC has succeeded in taking advantage of such powerful tool in the past.
Active and Passive candidate contacts:
While most organizations, human resources departments and job boards try to tap into the active candidate market, they lack the time and money to mine the passive candidate market. Passive candidates are professionals currently employed and not active in the job market. In order to find and attract the best people for important and delicate positions, BC taps into both active and passive candidate markets.
Phone Screening:
One very important means to accelerate an executive search or recruitment process is to screen potential candidates over the phone. In a phone conversation the recruiter can learn whether a person meets the minimum requirements for the position, determine whether he/she should be given further consideration and begin the selection of the best candidates. This single step saves lots of time, money and energy in the whole process.
Reference checks:
BC strongly believes that candidates should be carefully studied and evaluated in order to properly judge their skills, character and eligibility. This is a delicate and difficult part of the process that requires time and refined questioning skills.
Personal interviews:
Meeting a candidate face to face is a very important step in a recruitment process. Sometimes a person that looks very well in paper does not display the same skills and conditions in person. BC meets candidates face to face or via videoconference in order to avoid pitfalls and blind dates between client and its candidates.
Executive Profiling:
This great value-added tool. BC assesses the candidates for the position matching their personal profiles to the “right profile” for the position, using a set of competencies and values. This tool shows which candidates best fit in the position.
Short list presentation:
BC will present the client with a short list of the best candidates for the position. This list will be of a minimum of two and a maximum of three candidates. Thus, the client will save a lot of time, money and energy and be able to make a faster decision. Upon request, a longer list can be provided.
Candidate report:
BC will present the client with a written report for each of the three best candidates. Such report will contain vital information about the candidate: a summary of the references, the executive profile assessment, the candidate's strengths and weaknesses, and other relevant data.
Hiring facilitation:
To make the interviewing and negotiation process easier and faster for our client , BC will render extra services, free of charge, such as communications between the parties and salary surveys.
Executive Coaching:
In order to make the newly hired executive more comfortable with their new responsibilities and ease their transition into a new working environment, BC will provide the client with a number of sessions of executive coaching per each hired BC candidate. Thus, BC ensures that its recruited candidates “hit the ground running.”
For more information on our international Executive Search service contact us at info@bayer-americas.com .
For retaining BC's services for a local/domestic search contact the nearest office. See www.bayer-americas.com/offices.html
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