ABOUT US
Our Process

People hire People.

Successful hires however, hires where candidates thrive over several years, achieve targets, develop strategy, and elevate their employers’ businesses and brands to higher levels, are the product of careful assessment. 

The Grichan Whitestone Partnership will work with you to source talent from the widest possible pool, on merit alone, using open-source intelligence tools and psychometric testing to locate and objectively filter candidates.

Adopting this approach, and with specific regard to the ongoing advancement of Equality, Diversity and Inclusion, sees us working together with our clients to achieve greater depth of representation for all among boards and senior management teams.

Our suite of psychometric assessment tools are configurable across levels of seniority and indeed one-hundred and fifty job types.  The reports are used in our interviews and have been found by client hiring managers to be both accessible and meaningful in preparing them to interview candidates themselves.  Our staff are trained to interpret these reports to assess whether an individual’s ‘nature’ or ‘approach’ will be a good match to the organisation and role they are being considered for.

Our staff, being drawn from business careers of their own, have carried out many of the roles our candidates have.  They therefore know what questions to ask; where to probe and challenge around achievements written down in CV’s.  We subsequently write concise, meaningful, outcome orientated interview notes.

Many of our clients mandate our staff take part in their hiring manager interview process.  When we do this, we are there to ensure the right questions are asked and that the questions are answered or indeed that candidates’ remarks are clearly understood.  If all goes well, we sit there silently; however, interviewing and being interviewed is a skill in and of itself, therefore by being present we can ensure the very best outcomes are achieved. 

If synergy between hiring manager and candidate is not the outcome, owing to our presence, we do not need to have it explained to us why a successful outcome has not been reached and can subsequently, and quickly, effect reparatory action in selecting alternate candidates for interview.

Finally, feedback to candidates is key.  Win or lose people deserve to be appraised of their performance and indeed progression, or not, within a process.  We ensure timely communication is practised and have found that a candidate that wasn’t quite right today can be the perfect fit for another role or indeed become a client of the future. 

There is no greater compliment or descriptor of a quality Grichan Whitestone search, if we happen to gain a client from a candidate that has not progressed to offer.