The Process

We apply our refined search methodology to each search to satisfy our
goal of yielding positive and timely results.

  1. DEFINITION OF ASSIGNMENT. We research out client company (division),
    their industry, markets and competition to sharpen our knowledge. We meet
    our client’s key executives. Often our perspective as an outside consultant
    enables us to assist in assessing the demands of the position and we can
    add the dimension of market place realities learned from other searches.
    Needs are analyzed and a position description is developed for client approval.
    Included are position responsibilities, qualifications, personal attributes
    and needed talents. This forms the basis of the search strategy that serves
    as the benchmark for candidate evaluation and is used as a written communication
    with prospective candidates.
  2. SEARCH PLAN AND RESEARCH. A search plan is developed and tailored to
    the unique needs of the client situation. Dates are set for a status review,
    first candidate interview and closure. With a planned program of research
    into agreed to target companies, we systematically identify the names,
    location and title of the broadest population of potential candidates.
    We also supplement this original research by drawing upon other resources:
    our library, the Internet, prior search files, public information and consultation
    with prominent industry sources.
  3. CANDIDATE RECRUITMENT. Confidential, direct approaches are made on
    a personal basis to prospective candidates. A background profile is developed
    on interested individuals. This includes: personal data, education, work
    experience, technical qualifications and current responsibilities. We provide
    the candidates resumes which we reformat for consistency and ease of comparison.
  4. STATUS REVIEW. Three to six weeks from the start (based upon the initial
    search plan) a meeting is set to review interim candidates, accumulated
    research, and to present our observations and obtain approval to screen
    the leading candidates. At this point we replan, if conditions so dictate.
  5. CANDIDATE EVALUATION – SCREENING. We conduct interviews with leading
    prospects and document their personal accomplishments, style, background,
    and motivations. This interview report also discusses capturability and
    projects our estimation of client candidate compatibility.
  6. CLIENT INTERVIEW. We brief and debrief candidates and client management,
    arrange logistics of travel and an introduction to the client’s area. The
    extent of direct participation in the interview is dictated by our client.
  7. OFFER AND ACCEPTANCE. Written reference and degree checks are submitted
    on the finalist candidate(s). Our recruiting experience and outside perspective
    enables us to assist in designing a compensation package calculated to
    attract and capture the preferred candidate. We serve as the intermediary
    to work out any and all details which have a bearing on an acceptance of
    the offer by the chosen candidate.
  8. ACCULTURATION. We monitor the progress of assimilation by frequently
    communicating with both the hiring manger and the new employee to anticipate
    and avert potential problems of adjustment. In rare cases of irreconcilable
    difficulty, we reposition another finalist candidate and/or reinitiate
    the search and evaluation cycle.

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