ider reach - A company seeking to hire an executive cannot have the same access to suitable candidates as a dedicated SKILLRATE Consultant whose job is to maintain such contacts - all year round - with professionals that would probably never respond to an advertisement.

fficiency - SKILLRATE Consultants significantly reduces the time and effort of a company’s executives; that would have been dedicated to handling and screening scores of applications, interviewing and short listing candidates before re-interviewing them and entering into employment / compensation negotiations.

iscretion - Discretion is critical to avoid inconveniences caused by publicizing the information that an incumbent is being replaced or an outsider is being considered. It also prevents unwanted solicitations or causing negative market perceptions.

ttractiveness to executives - Executives are more responsive to headhunting approaches from (or to exploring alternative career opportunities with) professional SKILLRATE Consultants, this ensures they would only be exposed to serious offers for suitable positions.

elling the organization - Attracting the right executives (who are in relatively short supply) is not an easy task; most of them - already in successful positions - need a lot of convincing to make the move. Additionally, executives relocating from abroad or coming from multinational corporations have numerous concerns with regards to private sector companies that need to be addressed.

bjectivity - SKILLRATE ’s main objective is to identify the perfect match between employer and candidate; additionally compensation has to be fair and within market practices. Any deviation from the selection objectivity or compensation fairness will result in frustration on both sides and disruption to business.

egotiation facilitation - Finalizing an employment agreement between a large business entity and a senior executive is a delicate matter; it is usually better handled by a professional (and objective) intermediary who does not hesitate to tell both parties of what is fair or justifiable and what is not! SKILLRATE - therefore - often intermediates to ensure a fair agreement is reached to ensure a lasting relationship. Such agreements’ details range from position responsibility, title and reporting lines to compensation scheme and benefits.

arket knowledge - Due to SKILLRATE ’s heavy involvement in most sectors in the region, it is well aware of the best practices in organization, incentive schemes and is intimately familiar with compensation levels. Additionally we know the strengths and weaknesses of most corporate entities and therefore can better judge candidates’ experience and track record. Such knowledge is invaluable to any recruiting organization that may not be privy to all that information.