Executive Search
The NorthStar team has built an exhaustive network of talent across practice areas and levels over their years of experience. We have an immense connect with high-calibre talent through our layers of industry network. This gives us a deep understanding of top talent, especially at the CXO, senior and middle management levels.
Our Search Methodology is based on an extensive mining of our own network and databases as well as taking help of external ones if needed. Our values and approach combined together ensure a working relationship that builds long-term bonds with both client companies and an extensive set of candidates in the talent space. An exclusive assignment is what we enjoy doing and work towards closing assignments within deadlines by placing a Star candidate with an extremely satisfied client. That’s a NorthStar moment for us!
Strategic Intelligence Studies
These are in-depth studies that give specific information and insights about the human talent in a particular industry or for specifically-targeted companies. It can also be for a particular function, for example, Supply Chain in the aftermath of GST. The scope of the study will of course be customised to specific needs. The study can be about the organization structure, compensation banding with brief profiles of key people and an attempt to develop an understanding of the processes. The depth of such a study can be customised as per requirements of the client company. All information would be totally based on information gleaned from people who currently are working or have worked in targeted organizations. The need for such a study may arise when a company wants to develop a deeper understanding of desirable organizations in some other industry or a competing player, depending totally on how it defines competition!
Talent Mapping
An organization may want to have a Talent Mapping done in order to benchmark its talent vis-a-vis what it envisages its requirements for next level of growths to be or to look at existing talent in relevant competing organizations. The Mapping exercise would capture details on experience, education and compensation levels of the Talent mapped. The scope and depth of the study would be customised to requirements. The source of all information gathered would be from people who are currently working or have worked in targeted organization/s. This exercise can be done for a particular function or for the whole of targeted organizations.
Interim Consulting
This works well when a company wants a stop-gap talent to fill up a temporary position which may have fallen vacant with the incumbent going on extended leave or for a project which needs someone at the helm, rolling it out before it embeds itself into rest of the organization. Or, it can be for a possible position in the future which the organization wants to experiment with, at the present juncture. This would be an extremely cost-effective way of moving forward, instead of going in for a permanent hire.
Referencing
This is the last gate before a candidate makes an entry into the organization. It goes to ensure that the selected candidate is the right fit for the organization before the offer is made. The best way to develop foresight about any talent is mainly by getting information about the person from his past, by speaking to people who have interacted and worked with him/her. A fair understanding of any person can thus be developed in terms of attitude, managerial and technical capabilities, general behaviour and leadership qualities. A lot of judgment needs to be applied in sifting out probable misinformation, deliberate or otherwise, by the referees. It is important to collate pieces of information and help draw incisive conclusions.