In the demanding field of headhunting and employee recruitment, where employers often face immense pressure to meet lofty hiring targets quickly, the pursuit of excellence and a commitment to quality often takes a backseat. This leads to a significant decline in attention to detail, with many companies unwittingly prioritising profit over people. However, amidst this landscape, a notable exception exists—Zolliway.
The company’s ethical recruitment philosophy manifests in treating its employees, clients, and candidates with deep respect. Especially when working with potential candidates, their career, personal preferences, and educational background are treated with the utmost regard. If a job opportunity doesn’t align with a candidate’s best interests—perhaps due to strain on their family life or a relocation that could disrupt their personal life—Zolliway does not hesitate to halt the process.
As such, Zolliway’s hiring approach aligns with Maslow’s Hierarchy of Needs— going beyond the basic transactional aspects of employment and delving into the more nuanced psychological and self-actualisation needs of both companies and candidates. By focusing on building enduring relationships and delivering this value over time, Zolliway’s services help companies and candidates unlock their full potential and embrace their extraordinary talents.
In Samuele Zollinger’s words, co-founder of Zolliway, “Ethical recruitment represents a rather subjective concept. We interpret it as the pursuit of excellence in terms of quality, efficiency, attention to detail and empathy towards our customers, potential candidates and last but not least, employees whose satisfaction lay on the foundations of a solid business. We like to imagine ourselves as a ‘boutique’ in our sector available to companies that share our values.”
In the initial stages of candidate engagement, Zolliway maintains the employing company’s confidentiality, ensuring the focus remains on the quality of the opportunity, not the brand. This is designed to build trust and respect in the recruitment process. Once a positive impression is established, revealing the client company can enhance the perception of both Zolliway and the client. Simultaneously, the process also extends to dedicating time to understand the client’s specific needs and job profiles. Unlike many competitors who might simply use a provided job description, Zolliway insists on a more thorough briefing from the human resources manager, hiring manager and/or executive management. This step is crucial for Zolliway, as they believe a mere job description is insufficient to provide quality outcomes or align with the client’s broader recruiting objectives.
Another interesting parameter of the ethical recruitment standards is ensuring no application goes unanswered. This standard is consistent across the board; from the hopeful entry-level applicant to the seasoned executive seeking a CEO role, each candidate is guaranteed a reply. Even if a candidate does not match the current search criteria, a prompt and respectful explanation is provided. For those moving forward, Zolliway ensures a smooth process. An email notification precedes a call from a recruiter, followed by comprehensive preparation for the upcoming interview with the client company. This conscientious approach has garnered Zolliway accolades in numerous positive feedbacks, reflecting its dedication to respectful and transparent communication.
In this regard, Zolliway’s communication strategies in executive search are particularly noteworthy. The personal, refined, unique and professional approach (as a ‘boutique’ in the sector) permits a rapidly achieved trust from middle and top managers. By harnessing the power of new technologies, Zolliway has made executive-level recruitment more accessible and efficient, eliminating the geographical and logistical barriers of the past.
The combination of ‘humane + technology-aided’ strategies has let Zolliway turn many ‘mission impossible’ tasks into mission accomplished.
Responding to its many characteristic resolves, Samuele says, “Our approach and mindset should not be seen as anything out of the ordinary, but rather, it is the shortcomings of other approaches that fail to focus on quality and are driven by the flawed need to invest minimal time for maximum output.”
To serve the partners 360 degrees, with the principles and values mentioned, Zolliway consistently enhances its services on assessment, outplacement, motivational and behavioral analysis, training, and environmental analysis
The company’s ethical recruitment philosophy manifests in treating its employees, clients, and candidates with deep respect. Especially when working with potential candidates, their career, personal preferences, and educational background are treated with the utmost regard. If a job opportunity doesn’t align with a candidate’s best interests—perhaps due to strain on their family life or a relocation that could disrupt their personal life—Zolliway does not hesitate to halt the process.
As such, Zolliway’s hiring approach aligns with Maslow’s Hierarchy of Needs— going beyond the basic transactional aspects of employment and delving into the more nuanced psychological and self-actualisation needs of both companies and candidates. By focusing on building enduring relationships and delivering this value over time, Zolliway’s services help companies and candidates unlock their full potential and embrace their extraordinary talents.
In Samuele Zollinger’s words, co-founder of Zolliway, “Ethical recruitment represents a rather subjective concept. We interpret it as the pursuit of excellence in terms of quality, efficiency, attention to detail and empathy towards our customers, potential candidates and last but not least, employees whose satisfaction lay on the foundations of a solid business. We like to imagine ourselves as a ‘boutique’ in our sector available to companies that share our values.” In the initial stages of candidate engagement, Zolliway maintains the employing company’s confidentiality, ensuring the focus remains on the quality of the opportunity, not the brand. This is designed to build trust and respect in the recruitment process. Once a positive impression is established, revealing the client company can enhance the perception of both Zolliway and the client. Simultaneously, the process also extends to dedicating time to understand the client’s specific needs and job profiles. Unlike many competitors who might simply use a provided job description, Zolliway insists on a more thorough briefing from the human resources manager, hiring manager and/or executive management. This step is crucial for Zolliway, as they believe a mere job description is insufficient to provide quality outcomes or align with the client’s broader recruiting objectives.
God has given us two ears and one mouth so that we can listen twice as much as we speak (Epictetus). In the pursuit of excellence, this quote represents a fundamental principle for us, both in understanding the needs of the company and in interviewing potential candidates
In this regard, Zolliway’s communication strategies in executive search are particularly noteworthy. The personal, refined, unique and professional approach (as a ‘boutique’ in the sector) permits a rapidly achieved trust from middle and top managers. By harnessing the power of new technologies, Zolliway has made executive-level recruitment more accessible and efficient, eliminating the geographical and logistical barriers of the past.
The combination of ‘humane + technology-aided’ strategies has let Zolliway turn many ‘mission impossible’ tasks into mission accomplished.
Responding to its many characteristic resolves, Samuele says, “Our approach and mindset should not be seen as anything out of the ordinary, but rather, it is the shortcomings of other approaches that fail to focus on quality and are driven by the flawed need to invest minimal time for maximum output.”
To serve the partners 360 degrees, with the principles and values mentioned, Zolliway consistently enhances its services on assessment, outplacement, motivational and behavioral analysis, training, and environmental analysis
