Our experience and our sense of intuition concerning candidates and clients allow us to assess organizations in specific situations relating to positions within their firm and their executives. We align the client organization’s expectations with those of their executives, based on the company’s strategy, evaluation of the executives and an individualized plan of Management Development.

About the company:

  • Make sure position characteristics are in tune with the strategies of your organization.
  • Give a detailed description of the general aspects of your company.
  • Concerning your company, make specific mention of the following points to help the recruiter gain in-depth knowledge of you, the client:
  • Importance of your company within the industry segment. Headcount? Sales volume? 
  • Most important product lines?
  • Competitive advantages? Competitive disadvantages? Who are you main competitors?
  • Who are your most important clients?
  • How many companies are within your group? What are their names? How long has your company been established?
  • What do you consider to be your immediate and long term future?  What about stockholders’ equity? What are its components? What about profit margins?
  • Brief history of the company.

Responsibilities of the Position to be Filled:

  • Who does the position report to?
  • In what industry would the potential candidate be working right now?
  • How many direct reports would he have? How many indirect reports? What positions would be at his same level?
  • Main responsibilities, secondary responsibilities, specific technical aspects of the position and other relevant aspects.

If the key responsibilities of the position are not clear, we have a well tried Benchmarking methodology to create a Job Profile, which we use together with Success Insights to compare candidate competencies, motivators and conduct patterns with those required for the position.

Individual Characteristics of the Candidate Sought

In this section great care must be taken to portray exactly the kind of person sought for the position. The following points must be clearly covered:

  • Education level, age range, nationality, civil status, languages spoken and fluency level;
  • Type of experience (specific areas), years of experience in each area of activity;
  • Particular educational aspects, training, technical experience and knowledge.

Candidate Competencies

This is another section, which should be specified clearly and carefully concerning the competencies sought in the candidate.

  • What competencies?
  • What intellectual, interpersonal and motivational abilities are important for the position to be filled?
  • Should the candidate sought be dynamic or passive, introvert or extrovert, task oriented or person oriented?
  • What attitudes or motivators should he have?
  • Executive stature, intelligence, potential for future promotability within the company, energy level, family aspects.

We have assessments to measure all these factors (candidate competencies vs. those required for the position, as well as conduct and motivators).

Future Development for the Candidate

What possibilities for development does the company offer the candidate?

  • Medium term future, long term future;
  • Monthly base salary, bonus based on results, Christmas bonus, vacation premium, benefits such as grocery coupons, expense account, automobile, automobile expenses, life insurance, major medical insurance, savings fund and any other income;
  • Candidate interest in a job change, and geographic restrictions.

Strategy to be followed in the Search Effort

Location of companies to be contacted;

Special company characteristics (national or multinational, line of business, size, etc.);

Positions to be contacted, companies that must not be contacted;

Companies and/or candidates recommended by the client as well as candidates the client is not interested in;

Any other special strategy aspects suggested by the client.

How to draft a curriculum

In ALSmith y Asociados we are aware that organizations can grow only if they can count on the very best of talents. For this reason we are giving here a few tips on how to write a Curriculum Vitae:

A Curriculum Vitae is a document which both informs and sells. It is a personal organizer selling competencies and abilities.

What should be included:

Name, address, home and work phone numbers, mobile  phone number, personal e-mail, date of birth, nationality, migratory status, civil status, number of children, languages, universities (from when to when?), post graduate studies (what year, which university), courses (hours of duration, year course was taken), extra-curricular courses, hobbies (what you like doing, which tells us something about you; for example: motorbikes, jogging, cultural activities, reading, etc.);

List your latest job first (going backwards). When describing each job, include: a short description of the company, its size (headcount and sales volume), products and best known brands; who do you report to? Which position report to you?

Description of basic responsibilities, a short description of most important achievements in the more recent positions;

Other interests or achievements outside of work which tell us something about you as a person (participation in an NGO, publications, etc.), professional associations and social clubs.

If there is a lot of information that you think important to share, you can send an addendum (an additional sheet giving compensation packet in detail, and/or a list of courses, conferences and publications, and so forth).

NOTE: It is important to state exact dates; i.e., month and year (a general date covering your time in a company, then precise dates for each position held).

Avoid mentioning the following: 

The numbers of your military service card, passport, driving license , professional credentials; Copies of university degrees, interminable lists of seminars and courses;

Names of your parents, brothers and sisters, other relatives, names of your wife and children; Percentage of languages spoken (either you speak a language or you do not);

Your signature.

There’s no need to include an index, or present the document in a sophisticated folder.  Look out for spelling mistakes, poor quality, and clumsy format.