Executive Search Process
APPROACH AND METHODOLOGY
Our approach and methodology for a retained executive search
is tailored to meeting the client's needs and strategic goals.
Our normal approach for conducting an executive search assignment
consists of a series of steps as set forth below:Establishing a thorough understanding
of your organization
Following our authorization to proceed with a search, we build
upon our existing knowledge of the client company to ensure
we have an in-depth understanding of its history, structure,
operations, and strategic direction. We will confirm the profile
of the personal characteristics the client believes are common
to their successful key executives. We ask to be provided
with any relevant printed material that would be helpful to
us in the search engagement. This would include information
regarding employee benefits, publicly known financial and
market information, product or service literature, and the
client's organizational structure. Our objective is to know
as much as possible about our client prior to discussing their
opportunity with prospective candidates.Developing the position specification
Based on discussions with the client and our knowledge of criteria for similar positions, we will submit a draft position specification for review within days. This document describes basic responsibilities, title, reporting relationships, education, professional experience, and personal characteristics required to meet desired performance criteria. It will serve as the basis for determining whom we contact during the course of the search and it will be shared with potential candidates.
Identifying qualified candidates
Our research staff will focus on identifying qualified potential candidates who are presently employed at companies that have the characteristics our client seeks to replicate. We also will use our proprietary database, our website and other sources, which include individuals we know within related industries. Accordingly, it is our practice to cast a wide net in our research efforts so that we do not overlook the ideal potential candidate for our client's needs. Research is critical to the art of locating individuals who meet the position specifications and who have demonstrated patterns of accomplishment and success in similar positions that closely match client requirements.
Interviewing and presenting qualified candidates
Our
search engagements are accepted on an exclusive basis only.
Therefore, we will interview all candidates, regardless of
source, for uniform evaluation of the entire universe of candidates
being interviewed. Our process is to contact prospective candidates
and conduct telephone interviews to determine who might fit
the search criteria. At this stage, it is our objective to
provide only the information required to convince each potential
candidate that our client's opportunity is a position they
should consider. Then, we exchange information and determine
those candidates who are most appropriate for further consideration.
Next, we conduct personal interviews to evaluate selected
potential candidates, verifying their educational backgrounds,
and performing preliminary reference checks, as appropriate.
We provide frequent status updates to the client giving them a snapshot of those candidates we intend to interview or have interviewed in person, candidates we have contacted and their comments, and candidates that are still in the pipeline but not yet contacted. We continue to build upon this research and candidate development until the search is complete.
Once candidates we find acceptable are pre-qualified, interviewed, and education verified, we present their credentials to the client. Each candidate report contains the executive profiles, compensation information, personal background summaries, and an evaluative summary of each candidate's professional experience to assist in consideration of the candidate's qualifications.
Subsequently, we work with all parties to coordinate arrangements
for hiring executives and others in the client's organization
to conduct in-depth interviews with the chosen candidates.
In this way, our clients are able to select the candidate
who best satisfies their needs for the position.
Conducting reference checks
It is our practice to speak directly with individuals who are, or have been, in a position to evaluate the candidate's performance on the job. This is generally completed after presentation of the candidate for consideration but prior to extending an offer. Also, we always verify undergraduate and graduate degrees and when appropriate, military experience prior to presenting candidates.
Attracting the preferred candidate
The client always makes the final selection and formal offer of employment. We assist our client in recruiting the final candidate of choice. Due to our knowledge of the competitive landscape, we can provide clients with information that is useful in negotiating a mutually acceptable compensation package and advice regarding issues that could come into play in completing an employment offer.
THE CLIENT'S ROLE
It is our experience that the most successful search assignments are those in which we work in partnership with our clients. The following are unique contributions our clients bring to the recruitment process:
Advise
us of those areas relevant to the search that must be
kept confidential.- Provide timely feedback to us regarding information contained in the position specification.
- Forward to us all career details of any suitable candidates, regardless of source, from within and from outside their organization, so that we may evaluate them as a part of the search.
- Respond quickly concerning their interest level in the candidates we have presented.
- Schedule candidate interviews promptly and report evaluations to us as soon as possible.
- Provide sufficient information to candidates about the client company so that they are able to make an informed career decision.
