The first
step is to work with the hiring executive and members of the management
team to determine the precise qualifications, experience, and personal
attributes that the candidate must have to be successful. At this stage,
it is also important to develop a clear understanding of the client's
organization, core values, culture, strategy, strengths/weaknesses,
and position in the marketplace. The information developed here becomes
the foundation on which we build our search strategy, and is a key factor
in delivering an accurate recruiting message to prospective candidates,
and ultimately, in determining the success of the search.
Research
and Search Strategy, Candidate Identification
Using the information and criteria obtained from the client consultation,
we develop an indepth search strategy to direct our activities, and
an extensive, research strategy to identify target companies and high
potential individuals. This strategy involves using a variety of sources
and methods including investigative research, industry expert contacts,
referral solicitation, and data from previous searches that we have
completed. Using our broad network of resources, we can effectively
identify high potential candidates who are not typically found using
any single traditional recruiting method.
Candidate
Contact, Recruitment, Screening, and Assessment
At this point, we then contact prospective candidates. A majority of
the most qualified individuals that we speak with are not currently
looking to make a change. Therefore, it is important that we be able
to deliver a complete, accurate, high-caliber recruiting message that
will appeal to potential candidates. We then assess their individual
experience, achievements, and skills. We carry out indepth interviews
to determine cultural fit, motivation, goals, communication skills,
strategic vision, and to identify any barriers to closure. We screen-out
the candidates that do not meet the pre-determined criteria.
Presentation
of Candidates
Next, we present our clients with a detailed professional summary for
each qualified, interested candidate, detailing their key strengths,
skills, etc. We then extensively review each of the highest potential
candidates with our clients, comparing them to the original position
specification and profile developed during the original client consultation.
Client
Interviews Candidates
The client then selects which candidates to interview and reference
checks are performed, followed by the coordination, scheduling, and
planning for the interviews.
Selection
The client
makes the decision on which candidate to select. We assist by identifying
and highlighting any key points, concerns, or barriers to closure that
may keep our clients from making the best possible selection.
Re-Qualification
of Selected Candidate
At this point,
before the client presents the offer, we revisit with the candidate
to perform a trial close. This is necessary in order to gauge compensation
requirements, interest level, expectations, concerns, etc.--any area
that will influence or effect the likelihood of closure.
Presentation
of Offer
We help to
facilitate compensation negotiations and help to resolve any issues
that may arise. Upon acceptance, we help to prepare the candidate for
resignation, and walk them through a potential counter-offer scenario.
Follow-Up
We work with
our client and candidate to ensure a successful transition and integration
into the organization, and to provide ongoing support.
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