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We at ORIS Creative Solutions Inc. are discreet in the conduct of our searches. Our client-companies know that when they call us in to assist them, we not only are capable of easily absorbing the job specifications at hand, but are more than able to get to the crux of the need. Sometimes that process of investigation requires that we discuss issues more delicate than "degree required" or "experience required." Be it a search for an upper management executive or a junior level staff person, all information told to us or discovered in the course of the search is intended to be kept between us, our client-company and our candidate. When we make initial contact with candidates for the purpose of ascertaining their degree of interest in a particular position, we often will not even name the client-company. This is to prevent or delay a circulation of news about our client's pressing need.

Sometimes we might be vague about stating a specific technology, product or location, if such details might readily identify your firm. We try as much as any candidate search allows to keep the discussion of "confidential" searches to a minimum within an industry. Typically, our client-companies also like the fact that ORIS Creative Solutions Inc. online job postings do not mention their company by name. This way, they have a degree of confidentiality while at the same time have a potentially better chance of reaching the right person for their important opening. Whenever a search is opened beyond a company's own ranks, the tradeoff between measured discretion and reaching the right candidates to fill that position begins.

Please always be aware that once a company begins any hiring process - via internal company referrals, classified advertisements or headhunters - there is a more than reasonable chance that word of your opening might quickly spread within an industry relatively fast, even if only a few trusted candidates have been informed. We therefore strongly advise that, before contacting us, employers carefully analyses the possible repercussions of human nature or "industry word of mouth" causing your intended "confidential" job search to become public knowledge. When contacting ORIS Creative Solutions Inc. with your "confidential" search, it is up to your firm to tell us why the search is confidential and what language we should not use in describing the job to candidates, either by personal contact or online job posting.

If your firm is considering the delicate matter of replacing an existing executive or manager, we recommend that you first inform that employee of your concerns or dissatisfaction and discuss the possibility of a termination. Perhaps this works best or only in a "perfect world" scenario, but we believe that "honesty is the best policy." It is your decision how to proceed, but again, please always assume that your industry consists of humans who gossip, and that once a search opens, news of it will likely get back to your employee. Even before you open your search, that employee you wish to replace might already be exploring the job market because he or she also feels dissatisfied with the status quo. Even before your firm opens its own search, that same employee's own presence on the job market might alert competitors or others that your firm is about to have a vacancy.

If it sounds as if we are saying that we conduct confidential searches but that no searches are confidential, then you are reading us correctly. Most importantly, when we present your opening to serious candidates, we provide the proper perspective, balance and context for your opening to be appreciated for what it is -- a wise and strategic enhancement of your firm's long term potential.