A candidate will never be presented to more than one client at a time.

No candidate will be approached in any company, which is or has been our client within the past two years without prior approval of that company.

No candidate who has been placed by C E S N A Group will be approached, with or without the company's approval, unless the company, on its initiative, requests that we move the candidate.

Strict secrecy and privacy will be maintained for both the client and the candidate throughout the selection process.

If a candidate we place with our client leaves the company within 90 days of employment by the candidate’s own will, we will either supply a satisfactory replacement without additional charge, or issue a refund of 1/90 of the paid service fee for each day within the 90-day guarantee period.

This is a career management program to prepare you, the executive who is in the midst of a career transition. we define career transition as a change in one’s career path resulting from a fundamental shift: company retrenchment, restructuring, reengineering, or simply a desire to adopt new skills or change environments.

There are several parts to this program.

Self-Analysis
Discussion of career interest
Identification of Key Talents, Skills, and Achievements
Analysis of risk profile and financial status
Harmonizing of life and career goals
Deciding on career alternatives

Market Research
Finding matches for skills and personality

Career Marketing
Plan the marketing strategies
Interview planning and practice

Communications
Developing a network strategy
Role-play and practice
Written documentation i.e. Marketing letters, emails
Negotiations strategies

Key benefits

Hands-on experience with templates that will profile one's skills & experience with
that of industry opportunities.

Learn what career development and training requirements would be required to
prepare you for jobs in the new economy.
Learn about different personality profiles.

Take a DISC personality test and learn to interpret the Work Environment
Analysis.

Take a snapshot of your strength and weaknesses with the 4-Quadrant test.

How to write a masterpiece resume.

Learn the five priorities of a hiring manager's recruitment list.

Learn to be in control in an interview using an adaptation of the Principles
of FEAT.

Interim managers are appointed temporarily to senior executive positions within an enterprise, either in a functional role or to undertake a specific short-term project.
They are experienced senior executives and directors who have decided to establish an independent "portfolio" career as a dedicated interim manager.
An interim manager is characterised as an experienced executive or project specialist, available when needed, for as long as needed; a doer (not an advisor), an implementer (not a report writer), a "hands-on"manager (not a consultant); and he or she will be" "sensibly overqualified" for the task, making for a minimal learning curve and effective from day one.

Our interim manager can quickly becomes a part of the client's managerial resource to fulfill specific roles as and when required, committed to all its objectives and dedicated to its well being, quickly gaining cooperation and respect. He or she bears the hallmarks of impartiality, honesty and quality, for the next assignment depends on the reputation from the last.

The difference between an interim manager and a management consultant

However closely they work with the client, management consultants are ultimately responsible and accountable to the consulting company that supplies them. An interim manager becomes a full member of the management team for the time being, wholly accountable to the client company for the duration of the assignment - an insider, not an outsider. Consultants have an advisory relationship with clients' staff; interim managers take line management responsibility, sometimes for the whole company and its future success. Consultants typically gather information and process it to make recommendations: the interim manager shares in confidential decision making. While consultants recommend interim managers make it happen.

Checking refernces is an important step in the hiring process. All references should be relevant to the position sought. if a person provided as a reference by the candidate does not have knowledge of the candidate's ability to perform the tasks of the vacant position, then contacting that reference is of little use. The best references are typically former employers (supervisors/managers with direct knowledge of the candidates work), former co-workers, and former educators of the candidate.

- Verification of his/her employment dates and position title

- A description of his/her responsibilities

- An overall assessment of his/her abilities, knowledge, skills in his/her position

- Communication skills - both verbal and written

- Technical skills and knowledge - industry knowledge, computer skills,
field expertise

- Leadership qualities - the ability to plan, develop, and implement projects

- Decision making skills, particularly involving crisis management

- Interpersonal skills - with peers, management, outside clients

- Coaching/Mentoring skills - with staff, within teams

- Any other relevant skills levels specific to his/her field/industry to adress