Our Competitive Edge

We have made it our business to understand the nature of the search process, the importance of consensus-building, and the techniques that will harness the energy of diverse stakeholders in order to achieve a successful search.

While our client base is Canadian, extending from Newfoundland to British Columbia, our candidate reach is global. In an increasingly competitive marketplace, where human resources are what distinguish successful organizations from others, our clients are committed to recruiting outstanding leaders from around the world. At OCL, our networks extend across the United States, the United Kingdom, Australia, Europe and Asia.

At OCL, we are committed to developing long-term relationships with our clients. Our past client list is a testimony to the value of those relationships and the confidence that our clients feel in coming to us again and again for assistance in filling key leadership positions

OUR STRENGTHS - THE OCL DIFFERENCE

In the 20 years we have been serving clients, they have come to recognize Organization Consulting Limited for the following strengths:

• Building long-term business relationships, working with clients in long-term partnerships based on client satisfaction:
  • Producing results, finding executive talent and building trust have enabled us to enjoy relationships with clients for over nineteen years;
  • We continue to grow our list of loyal customers -- more than 80% of our engagements come from existing clients.
    
    
• Value for money:
  • Professional fees are based on an estimate of the time required to successfully complete an engagement, rather than an arbitrary percentage of compensation; fees are based on our efforts, not the salary of the position;
  • We function as strategic management consultants - providing objective insight and advice.
    
    
• Competency Development:
  • We utilize our client's competency profile or develop a prototype competency profile for the position and incorporate this into our interviewing and evaluation process;
  • We conduct performance based discussions - defining superior performance.
    
    
• Honesty and integrity:
  • We are members of the Canadian Association of Management Consultants and subscribe to their code of ethics and professional conduct.
    
    
• Client confidentiality:
  • We decline work that is in direct conflict with an existing engagement with another client.
    
    
• Capitalizing on expertise:
  • It is in our interest to only work with clients in areas where we have significant expertise and relevant experience;
  • Senior professionals undertake all work including client discussions, research and sourcing, interviewing, reference checking and follow-up.
    
    
• Successful engagements:
  • Any additional effort is expended to ensure that we produce superior results. We have a 100% track record in completing engagements successfully.
    • Identify and attract the candidate that best matches the client's needs.

OUR PERFORMANCE IS EXEMPLARY

Much of the success of our 20-year-old practice is based on the long term relationships we have developed with our clients and delivering timely, high quality results within budget:

• over 80% of our business comes from existing clients; for example, this consumer products company been a valued OCL client for 19 years;
  
  
• we have successfully completed all search engagements undertaken on behalf of our clients;
  
  
• retention rates of successful candidates have all exceeded one year (with only one exception); examples include:
  • in four of five searches conducted for this pharmaceutical company in the 1980's, the incumbent is still with the organization;
  • in five of six searches conducted for this consumer products company in 1995, the incumbent is still with the Company; and
  • in four of four searches conducted for this large retail client over the past six years, all incumbents are still with the Company;
    
    
• notwithstanding that some of our public sector clients request media advertising, we consistently strive to develop high calibre candidate pools (long lists); we do not rely on response to the ads; rather, we undertake exhaustive research and direct sourcing;
  
  
• we devote considerable time and effort to develop a solid understanding of our clients' unique needs; for example:
  • in previous and current work with the City of Toronto, we have gained a better understanding of several significant factors:
    • the scope and level of complexity inherent in the executive and senior management roles - comparable provincial and federal roles are not as complex;
    • the political system is significantly different to any other government and as a result, much more complex; and
    • these two factors must be taken into consideration in any selection process undertaken for the City.