Headhunting

'Let us Help You to Grow'

BRIDDHI-Executive Explore comes across for the perfect match between candidates and companies in Bangladesh and for international organization, both home & abroad on the most significant markets.

We are a partner based company with Jobs Bangladesh which happened to be one of the prominent job sites in Bangladesh. Headhunting was involved in 2000 October by a group of professional headhunters, who have more than 10+ years of experience and solved more than 500 positions. We are Bangladesh and is focused national & International arena and looking for international subsidiaries in the East & West which is a new developmental areas for us.

BRIDDHI-Executive Explore have professional expertise and our team is highly specialized and having experience from Multinational Company; International organization; NGO’ and Industrial sectors with wide experience at different echelon in Human Resource Management; Accounting; Management; Marketing & Sales; Procurement Services; Inventory management etc. These expertise lend a hand in assessing the candidate to select the talent from the talents. We share our knowledge and experience in relation to the interaction with our clients and candidates.

We offer services as:

Management consultancy including Management and Organizational Development & Professional Training which is our core business.In addition we have solid experience in other services as:

	Search & Selection
	Outplacement & Coaching
	Assessment – Individual and teams
	Interim management
	Research We have an efficient and competitive business model that creates continuity which is based on a well-consolidated and informal organization that ensures progress and results.

Why do recruiters do it and when?

Recruiters when they are looking for certain skills and don’t want to waste their time placing ads that useless candidates would apply to, when a certain position is rather confidential and they don’t want to list it publicly on the market or simply when filling a position is critical and needs to be done fast and they don’t have the time to wait for candidates to apply. Normally use headhunting when they have listed a certain position on the market and nobody interesting applied,

	Good candidates do not always apply to advertisements in the daily media
	Top level executives prefer confidentiality
	The direct contact is handled by an experienced searcher
	Suitable candidates are pre-screened and those with a match for both the criteria and personal attributes for the position are selected.
	To balance the needs of the client and candidate and find a solution that benefits both
	To take the 'guessing' out of selection
	Good candidates have to be persuade and invite to move
	To identify suitable candidates in a similar industry and contact them on behalf of the client
	There is a high possibility of finding the correct match

Why use Executive Search?

Headhunting is a form of recruitment and selection where the recruiter finds the contact details of a specific candidate that has some specific skills and contacts him/her in order to convince him/her to participate in the recruitment process.

Search & Selection

Complex and senior positions even right up to Managing Director / Executive level, we offer a dedicated Executive Search and Selection service. We have a proven track record in headhunting market leaders nationwide who are not actively in the marketplace, giving exclusive access to highly skilled and professional candidates.

We undertake comprehensive headhunting campaigns and conduct a thorough screening process utilizing our understanding of your business objectives and culture to ensure we present you with a shortlist of professional and relevant candidates engaged in the process.

Philosophyof BRIDDHI-Executive Explore

BRIDDHI-Executive Exploreconsiders that new pre-assignment work is of equal importance to the actual assignment itself. Our role is to fully understand the tone of the client company who are searching for very top-level executive candidates, and match the job specification with the ideal person or persons.
Apart from a candidate meeting the required job specification, their ability to integrate into the new organization from a personal and social perspective is an integral part of our selection procedure. 
When we accept an assignment we represent our client in the most professional and caring manner. In this way candidates who are contacted and put forward for interview, whether successful or not, will always hold the client company in the highest regard. 
Through our research process we will identify and select a list of top candidates within agreed target organizations in Bangladesh & Abroad.

Our Mission

Our Mission of BRIDDHI-Executive Explore is to accomplish your goals by recruiting executives in Bangladesh to present candidates to that fit perfectly into a organization’s and operating method. By entrusting other company’s search for the specialists to our headhunters, we will have more time to devote to the successful management of your company.

We distinguish ourselves from others:

Quality: This focus informs all aspects of our business and involves us giving equal priority to both candidates and clients.

Depth: Our team is arguably the most experienced of its type in Bangladesh.

Training: We focus heavily on training and growing new members of our team. Our motivation to train comes from our focus on providing excellent service. Our capacity to train comes from having an exceptionally high ratio of senior to junior staff, sharing their expertise and passion in recruitment.

Teamwork: Many of our competitors talk about teamwork. We live with it. We actively promote a supportive, respectful, mature team environment while still recognizing that consulting is more akin to singles tennis than football.

Remuneration: BRIDDHI focus is on having highly capable happy people provide outstanding service to our clients and candidates. To facilitate this we ensure that our remuneration structures lead the industry to a considerable degree.

Stability: Our model is different and built to last.

Ambition: BRIDDHI has maintained exceptionally high growth rates since its inception. We are confident that this will continue as it is based on having:

	An exceptional team.
	The respect of a large number of clients and candidates from leading companies
	A work environment that promotes excellence, professionalism and quality service

Selection Process

THE PROCESS
Headhunting is a search carried out in order to find key people – at the management and specialist level – with very specific personal and professional skills. This process requires absolute discretion and trust between client business, headhunting and candidates.

The starting point is a thorough analysis of the task then we can start the process of finding candidates that match the specified profile. The contact with candidates is a dialogue that will lead up to the company presented a number of qualified and motivated candidates. Our experience, from headhunting for all kinds of industry and at all levels, the company provides the best security for an optimal solution of the assignment.

We focus on a serious and effective process, but this requires planning. Therefore we define the dates for presentations and closing. We are looking for an ongoing dialogue with our customers through the entire process, so we have the best opportunity to finish at the agreed time.In these years, almost every company is discovering, how difficult it is to attract and retain skilled employees. There is a intensive search for well-qualified managers, middle managers and specialists.

In BRIDDHI-Executive Explore we therefore use more channels to identify the most suitable candidates. “Simple” newspaper and Job Site advertising is not the answer. It is necessary to go wider in the search process. We offer a headhunting process that includes a combination of:

	Pure headhunting
	CV Bank
	Network
	Advertising (often electronically or also in print media)
Before candidates are involved, a thorough preliminary work is done. We have an exhaustive dialogue with the company and its employees analyzing the job content and demands as well as the conditions and framework that the new employee will be expected to be part of. This work creates the basis of the job profile.
Phase 1:
	In this phase, the background and the experience of the candidate is evaluated and compared to the job profile. Candidates matching the profile will be called in for an interview. The aim of the interview is to provide the candidate with information about the job and the company and to further clarify, whether the professional qualifications and possible management experience matches the job profile.
Phase 2:
	The candidate fills in a Personal Profile Analysis and – if needed – an aptitude test followed by evaluation including written and oral feedback.
Phase 3:
	In this phase, the candidate will be presented to his/her possible future manager and one or more key members of the organization. In all cases, we will be present at this meeting.
	When the hiring process is completed, and the candidate has started working for the company a follow-up meeting is arranged with the candidate and the management with the purpose of securing that mutual expectations are met. As a rule, this meeting will take place 2-4 months after the appointment or according to the needs of the company or the candidate.
In nutshell:
	Applications and Search targets are screened
	Structured Interviews are conducted where each candidate is assessed.
	A Shortlist report is provided giving full evaluation and comprehensive remuneration information is gathered.
	Psychometric Evaluations are conducted where required.
	Assistance with second stage interviews is provided. We act as the liaison between client and candidate.
Plan Assignment Specification Define job and person specification to include KPI’s Search Extensive Market and Research campaign Candidate Assessment Long list Presented to include Candidate Profiles Selection & Evaluation Candidate Shortlist Interview selection and process Support Psychometric Evaluations if requested Reference Checks Close & Follow Up: Offer Negotiation Contract Close Follow Up

Skeleton ofHeadhunting Process

	To support the evaluation process during final stage interviews, we offer professional psychometric testing in respect to emotional intelligence and particular behaviors’ associated with leadership effectiveness and potential.

Procedure:

First, we begin to identify potential companies as a target group. These are companies that operate in the same industry as our clients and therefore could be their direct competitors. We create this list of target companies by using different methods: Information provided by our clients, knowledge of the industry by our Headhunters, directories etc.

This list of target companies is then checked together with the client in order to ensure that no candidates from partner companies are targeted as this could cause problems. In a further step, our headhunters are going to identify suitable candidates by using various techniques, which are based on the know-how of our company.

Next follows the contact with the potential candidates. This is a very delicate phase that requires great sensitivity to convince a candidate who actually is not actively looking for a job. Again, the expertise of our headhunters is essential because the very first interview is of high importance. The important key words are mentioned to awake and to strengthen the interest of the candidate. If these phases are successfully passed, personal interviews with candidates are organized. Those allow assessing both the skills and the personality of the candidate in relation to the job. Moreover, in a personal conversation, other aspects can be clarified, which could increase the interest of the candidate for the position.

Our selection criteria

When our headhunters in choose candidates, three main criteria are analyzed:

	Technical criteria, i.e. know-how, professional skills, and experience in your field.
	The candidate’s personality and charisma are the most influential criteria in the recruitment process.
	Communication skills and the knowledge of local & foreign languages are also very important to ensure the smooth flow of communication between the company and its subsidiary.

When recruiting executives in Bangladesh, candidates’ professional experience and career history are of utmost importance as well. We offer a strict selection of candidates according to the firm’s technical nature, corporate culture, and spirit.

Search methods: how do we work?

Over our many years of executive search experience in Bangladesh, we have developed a set of guidelines which are considered for every personnel search. Further, we adapt each search according to the position and the company’s objectives, and conduct it in complete confidentiality with a strong emphasis on quality. Every search conducted by BRIDDHI is unique.

Duration:

When recruiting executives, the duration of a search depends on a number of different factors. A search can last six to ten weeks, not including the notice applicants are required to give to their present company before joining their new firm. The usual notice is one to three months, though this is often negotiable.

The length of the search also depends on a possible shortage of applications :some positions are harder to fill than others. Another important factor is the ability of managers and their colleagues in charge of Human Resources to accommodate the recruiting process into their already busy schedules. Recruiting takes time for all three parties involved: companies, applicants and consultants.

Besides from the second week, the first candidates will be contacted. Normally the whole process, up to the creation of a « shortlist », takes 4 to 6 weeks.

Our work is characterized by a high degree of transparency. We provide upon request the details of all contacted candidates. Thanks to its long experience, our headhunter team in BRIDDHI masters this recruiting process perfectly. Accordingly, we are able to provide our clients with the candidates who are most suitable for each vacant position.

Evaluating employee skills and performance

To support company’s Human Resources, we can help evaluate their own employees in the case of a merger or buyout,or simply assist them in better understanding their professional abilities and personalities before considering a promotion or transfer.

You will surely agree that « people are your most important asset, and we are true professionals when it comes to evaluating your employees’ skills. As outside consultants,we offer a fresh look at your employees and maximize their potential

Guarantee

We guarantee the replacement, without any extra cost, of applicants who do not meet the expectations of your Human Resources during the first 6 to 12 months depending on the position in question.

Salaries and wages in Bangladesh
Thanks to our extensive experience in executive search, we have an outstanding knowledge of the structure of the Bangladesh salary and wage system As a specialist of Human Resources in Bangladesh, we regularly edit a brochure, together with the DCCI & MCCI and Industry which contains information about remuneration in Bangladesh and the Bangladesh salary system.
We can provide you upon request with salary statistics and remuneration systems in Bangladesh in your particular field of activity.

Fees

The cost of a search when recruiting executives in Bangladesh depends on the degree of difficulty of the respective recruitment. We always propose a fix fee, independent from the planned salary for the position. In order to match lower budgets, we are also able to offer more limited services requiring more involvement from our customers.

Our Practice Areas

BRIDDHI-Executive Explore is committed to helping our candidates fully realize their opportunities and aspirations by providing you with the expertise, candid communication, and consultative services that will open your avenues for continued success. Our practice groups are home to skilled, dedicated, and professional executive recruiters. The depth provided by their knowledge and experience is unmatched, and they will work with you in an open and honest manner to help define and identify your best career moves.

Meet Our Recruiters

Team

Our consulting team is comprised of experienced professionals whose focus is on creating positive long term outcomes for both our clients and candidates.

 Md. Akbar Hassan
 CEO & Managing Director

 Md Akbar Hassan is the Team Leader. He is a Business Graduate from IBA Dhaka University.   Worked  in many Multinational Companies in Bangladesh from executive to CEO. Executive Sales   division, Philips Bangladesh, later promoted to Product Manager. CEO of 4 companies located at   DEPZ of Youngeone Corporation. Country Manager of Automotive Lubricants of Mobil Oil (USA) in   Bangladesh. Every tier in the Organization he climbed with success stories. He experienced more   that  7000  people  in the recruiting process. He had a wide experience in the head hunting   activities   in the  country. 

 Visiting faculty of BRAC University of Business School; Faculty member of IGS of BRAC University; Resource person of BPATC;BIAM; Planning Academy; Police Staff College; National Defense College and many more. He is a founder CEO & Managing Director of BRIDDHI concerns.

Farid Mustafa Zahid
Chief Consultants & Deputy Team Leader

Masters in Business Administration Pacific States University LA, California, USA Masters in Public Administration.Dhaka University.

 Farida Yasmin Lata
 Chief Operating Officer

 Masters in Social Science. Having experience about 17 years in different discipline. Technically   sound  in the shooting and sound recording. Studies in Japan. She is on the board in the recruiting   panel. Focus mainly on psychometric analysis. In her career she worked in different position.