Our goal is to understand you, your business and your goals, so completely, that we become a part of your company. This understanding extends to knowing your competitors, your industry and the thought leaders in your area of expertise.

 

We use many methods to acquire this information. For example, we will meet, personally, with staff and management, review business plans and do a "walk around assessment" in an effort to understand your core business and its nuances. We will also commission written research, as well as engage in dialogue with thought leaders and industry experts.

All successful searches begin with a comprehensive understanding of the duties, responsibilities and goals of the open position.

 

A comprehensive understanding cannot be determined by a standard corporate job description. We will meet with all involved parties to determine corporate objectives for the role as well as desired qualifications required to achieve success in the position.
We prepare a written report, entitled Position Specification Summary, outlining the position, which is agreed upon by the hiring authority as the search process begins.

Research: Every search is started with fresh, original and highly targeted research, since every project is unique in its own characteristics.

Sourcing: Direct candidate sourcing of targeted and competitive companies is very effective since nine out of ten hires are as a result of direct sourcing.

Additional effort is concentrated through publications and trade associations to determine which individuals are making significant contributions in your specific business area.

Candidate recruiting and evaluation is the heart of our business.

 

Since resumes rarely tell the whole story of an individual, direct contact with all potential prospects gives us a greater understanding of their skills and abilities. Whether the candidates will be screened in person, by video conference or through a teleconference will be determined prior to the start of the search.

 

Informal referencing occurs during this phase, in order to provide a valuable third party perspective to an individual's capabilities.

 

The top qualified candidates will undergo a thorough interview process, including a tape-recorded interview which will then be transcribed and sent to the client as an Interview Transcription. (Retained Projects Only)

The finalist candidates will also participate by completing a comprehensive Candidate Self-Evaluation, normally completed after the candidate's initial face-to-face meeting/interview with the client. (Retained Projects Only)

Presentation: When a fully screened candidate is initially presented to a client, the presentation will include three components:

 

• Candidate Resume - written by the candidate
• Candidate Profile Synopsis - developed by consultant
• Interview Transcription - transcribed from initial interview (Retained Projects Only)

Interview: After an initial meeting/interview between the client and candidate, we ask that the candidate complete a Candidate Self-Evaluation. Having the evaluation completed after the initial meeting assists the client in determining the candidate's interest in the role, self-awareness and, finally, a self-perspective as to how they feel they would fit into the role and organization.

Coordination: The coordination of the interviews is an all important step in the process which is best handled by our experienced staff in order to eliminate potential pitfalls. The steps of the coordination include communication of dates, times, expectations, travel logistics, contingency plans, conclusion arrangements, etc.

Interview Debrief: Each time a candidate meets with a client there is a debrief process conducted with the candidate and all the parties involved in the interview. The information is then synthesized and communicated between the participants of the process.

Communication in the offer process is critical to make a deal come together. It often seems simple and easy but ... it's not.

The compensation expectations of the candidate are noted, long before we enter this stage; however, as in all negotiations, there are often details, which need to be agreed upon in the later stages of the offer process. Coordinating the communication of the offer negotiation is part and parcel of our responsibility.

As agreed to prior to the search beginning, we can, as necessary, either coordinate or conduct reference checks, background investigations, educational verifications, etc.