What Will the Process Look Like?
What will your journey with Linton Howard look like? We've outlined our process for you below. This applies to the traditonal and POWER models.
| Stage 1 | Linton Howard consults with you to confirm the scope of work. This will include optimising the position description(s) and selection criteria. |
| Stage 2 | Linton Howard consults with you on most effective Seek/LinkedIn ad creation AND placement and then manage advertising placement for maximum impact. |
| Stage 3 | Linton Howard acknowledges, fields and collates daily candidate expressions of interest, including those made by phone contact. |
| Stage 4 | Linton Howard formulates and presents a spread sheet of agreed number of best candidate expressions of interest. Linton Howard performs initial screening of candidates against established selection criteria, formulates and presents a candidate shortlist for the position, or presents suitable candidates as they apply, depending on client preference. |
| Stage 5 | Linton Howard can coordinate/ schedule all candidate interviews and facilitate the sharing of post interview feedback with all candidates and client representative. |
| Stage 6 | Linton Howard can create and complete reference checks on each preferred candidate. Linton Howard can facilitate and communicate all formal offers, candidate negotiation and acceptance, and on-boarding requirements as necessary. Whether successful or not, all candidates will be notified of the outcome of their expression of interest |
What kind of roles do you specialise in?
We specialise in management and senior management roles across a broad range of sectors. These include CEO’s, CIO’s, CTO’s, GM’s, Ops Managers, CFO’s, Financial Controllers, Sales Managers, Marketing Managers, HR Managers, Construction Managers, R&D Managers, Production Managers, Customer Service Managers – and many others. We do not currently undertake entry level roles.
With a premium service, how do your rates compare with others?
With low overheads our rates are extremely competitive and represent great value. For best value, we recommend entering into a Preferred Supplier Agreement with us.
Why do you recommend psychological profiling as part of the recruitment process?
For senior positions it is very helpful to determine the verbal, numerical, and problem solving skills of a candidate and also the personality traits for cultural and personal fit with the company and executive team.
Do you also recruit for Board positions?
Linton Howard has extensive experience filling governance Board roles, and Managing Director Gary Linton himself has extensive current and past experience as a Non-Executive Director and Non-Executive Chairman of many companies both private, listed and not for profit.