Decadronic appraisal mechanism

Decadronic appraisal is a procedure we developed at Parker Collins, which effectively breaks down our engagement activity into ten highly efficient stages.


Decadronic Appraisal Stages

1. Touch Base

Whether you’re new to us or old, we try to stay fully abreast of those developments that matter to your organisation. As well as entering with base knowledge, we get a feel for the state of activity and current technical requirements, and upcoming requirements by touching base with you at regular intervals. This not only gives us an indicator of the climate in your organisation, it also allows us to discuss activities in the industry as a whole. We then take direction upon this platform of familiarity.


2. Collaborative Interval agreement

Parker Collins and our Client decide upon the establishing of a timeframe within which we forecast the complete deployment of our sourcing strategy. Typically, this interval will be between 2-12 weeks and is dependent upon factors such as the classification of the role, its urgency and any number of overriding specifics (despite this timeframe, Parker Collins’ extensive database and dedicated consultant process can see the candidate positioning time considerably reduced with roles often being fulfilled early into the timeframe).


3. Competency assessment

Our consultants clearly breakdown, analyse, and determine the foremost requirements of a role then go on further to filter the specific skills, knowledge, awareness and proficiencies required in a candidate of interest.


4. Pareto-optimal Candidate shortlist

Through referencing our database, consulting our networks, headhunting, advertising, research and academic affiliation, we create a select shortlist to ensure that the client is able to decide upon a number of high-quality individuals from a wide ranging compilation.


5. Candidate Identification

Parker Collins undertakes a variety of systematic, rigorous and thorough background checks to verify the candidate’s credentials. Our consultants will then identify the optimal choice of candidate based upon a criteria, which includes identification of particular behavioural characteristics, an analytical assessment of professional challenges and a critical review of skills and competencies necessary in becoming successful in the potential position.


6. Credibility testing

We dwell deeper into the candidate’s history and probe the candidate on a large spectrum of areas including core individual, analytical and interpersonal competencies.


7. Organisational feasibility screening

Here, we determine the comparative organisational variances between the candidate’s present or former place of work, and the candidate’s potential new working environment. We aim to provide the candidate with as much awareness as we can of the structural and cultural differences in order to firstly determine how the candidate may react to the new environment, and then (assuming the candidate meets the criteria) to prepare them for the transition.


8. Client introduction and Interview


9. Contract administration

Parker Collins will efficiently administer the contractual process on behalf of our client, ensuring the maintenance of trust and overall integrity within this cautionary period.


10. Post Placement assessment

At Parker Collins our processes are based on creating long-term success for both parties and our interests only ever truly lie in the building of long-term, valued relationships with our Clients. For this reason, we actively monitor the performance of each of our candidates, to accurately assess our success in their placement and ensure all parties have benefited in the intended manner. At Parker Collins we firmly believe that this aspect of post placement monitoring represents the cornerstone to our reputation, therefore we place a sustained emphasis on a prosperous relationship for all.