Tracey Swan has forged a reputation for delivering highly customised solutions by focusing on the specific needs and culture of her clients. She is acutely aware that the right fit for an executive role requires careful engineering, a responsibility she does not accept lightly, given her impact on her client’s future business performance and therefore their full potential.
Your investment partner
Every search is undertaken in the knowledge that attracting and retaining the ‘best and the brightest’ means the difference between a marginal return on investment and a business that optimises their bottom line.
Service plus
Tracey and her associates seek to serve clients as their trusted advisors, and to partner them by identifying potential senior team members who would contribute their knowledgeable and effective leadership skills to enhance the organisation. She and her associates willingly share their knowledge on trends in a particular industry, on remuneration packages and retention strategies. This is what truly defines the Tracey Swan Search experience.
‘Tracey is immediately impressive, a highly experienced, very well briefed specialist with an extensive knowledge of the recruitment market across all sectors in Australia. With a background in providing strategic recruitment and search advice for large corporate, she is a skilled practitioner who can make things happen.
She has filled many difficult roles for me over the years, with a 100% success rate. She works effortlessly through her tenacious drive and focus on results...leaving me confident to get on with my everyday operations. She is meticulous with her process and always remains in constant contact... through all its stages. I cannot speak highly enough of her integrity as a person and a professional.’
Lyn Rowland, (previously Executive General Manager HR for Queensland Rail and Head of HR for Macmahon Construction.)
The dividends of networking
Tracey Swan Search has developed links with an enviable pool of talent, including stalwart professionals who have demonstrated time and again that they have added considerable value to their organisations. These aren’t individuals who are actively on the job market. In many cases, they aren’t even considering a move; therefore the approach needs to be skilfully managed, with a high degree of diplomacy and an acute understanding of the nature of the business involved, its culture and the triggers that may stimulate a potential candidate.
The search process
This is an ability that can be gained only from years of practice and exposure to a raft of industry sectors and their diverse requirements. It allows her to source and place executives with the ideal background, attitude and personal qualities in the most timely and effective manner. This is her commitment to her clients, which is managed in five stages:
STAGE 1 – THE BRIEF
Based on mutual agreement, the job parameters are defined and the personal attributes and professional qualifications for the role are identified. In order that the client will not have to compromise their candidate ‘wish list’, the brief is quite comprehensive to ensure that the qualities of the ideal person are fully articulated. A written confirmation of the brief and suggested project timetable are developed to frame this process.
STAGE 2 – THE RESEARCH
Research is undertaken, using the comprehensive database that Tracey Swan Search has developed over the years, in addition to modern research tools and the specific market knowledge of well-placed referees. Potential candidates are identified and screened to determine their compatibility and possible interest. Diplomacy, discretion and confidentiality are employed throughout this stage and progress reports are regularly supplied to the client.
STAGE 3 – THE CANDIDATE ASSESSMENT
Personal interviews are conducted (where possible – teleconferencing being an option with international candidates) and profiles developed for the client’s consideration, comprising work experience, personality assessment, information on management style and other essential criteria. Psychometric testing can also be arranged during this phase. The summaries of the short-listed individuals are then presented to the client and interviews scheduled with the client’s preferred candidates.
STAGE 4 – THE APPOINTMENT
Before an offer can be made, feedback from all parties is gathered and reviewed to determine mutual interest and the most appropriate next step. At this time, we may be required to facilitate negotiations with the prospect on their executive employment package. The terms of appointment are defined and communicated after reference checks have been satisfactorily undertaken.
STAGE 5 – THE POST-APPOINTMENT SUPPORT
Follow-up contact is made following the appointments at various intervals to ensure that expectations of the client and the appointee are being met. This provides both with the opportunity for frank discussions with an independent yet fully informed party. Dealing with just one person throughout the entire search and recruitment process ensures continuity for all concerned.
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