Building valued and trusted relationships with Candidates and Clients
Bespoke
We ensure that our approach is tailored to our client’s requirement – each search is unique, with its own dynamics and priorities, and finding the ideal candidate to meet the challenges of the role requires a deep insight and understanding of both the role and the context. When we take on a search, we seek to cover the potential candidate universe thoroughly, and to do so in a way that fits with our clients’ own needs and style.
Open & Transparent
‘Off limits’ policies will be agreed with each client, and companies that are off limits will be advised when we start a search.
Candidates are not presented to multiple clients simultaneously without the express permission of all clients/parties involved.
Any potential conflict of interest will be revealed as soon as they arise.
Discreet
Appropriate confidentiality of both candidate and client information is maintained at all times, and the right balance struck to ensure this does not hamper a comprehensive search process.
When approaching new candidates or sources, all efforts are made to ensure that our contact is discreet, confidential and of a high professional standard.
We will never make public in publicity or literature our relationship with a client without their express permission so to do.
We are intensely aware that our reputation depends critically on how we handle the sensitive issues concerning both client and candidate confidentially.
Comprehensive
We prepare candidate profiles, interview reports and market feedback that are as comprehensive as possible, and we undertake structured and detailed interviews to obtain the relevant information from our candidates.
The quality of our search strategy, acid test and job descriptions is fundamental to the success of our search activities, and we make every effort to produce documents of the highest quality.
Whilst respecting agreed client confidentialities, we always seek to make our knowledge of and representation of a client as complete as possible, to ensure that the attractions and realities of the opportunity are presented in appropriate detail.
Professional
We behave professionally at all times in our dealings with clients and candidates.
We update both clients and candidates in an appropriate and timely fashion regarding the progress of any assignment, including any obstacles or issues that may be effecting delivery of an assignment.
We seek to manage both client and candidate expectations to ensure the highest probability of a successful and enduring outcome.
Fair
Candidates should be protected against risk of exposure that may damage them. No candidate will have their name and details divulged to a client without their agreement in advance.
We never send unsolicited resumes/CV’s to clients without the express permission of our candidates.
In salary negotiations, we will represent the client's best interests whilst recognising the market forces at the time. We seek to bring about mutually satisfactory outcomes for both client and candidate.
Zoghbi Associates take pride in our ability to find the best ‘fit’ of candidates to a role and organisation. Sometimes, however, even the best-laid plans do not work out, and candidates move on. In such rare cases, we guarantee that if a candidate we have placed in a search leaves the client without reasonable cause within six months of joining, then we will find a suitable replacement at no extra fee.
We believe in equal opportunity for all candidates, regardless of gender, race, ethnic origin, religion, handicap or sexual orientation. In identifying potential candidates, we will generally present a diverse range of people who meet the search criteria, thus enabling our clients to make choices that accord with their own diversity policies.
