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Regarding steps in the Search Protocol, below is a brief description of how a typical search assignment is conducted. Based on your needs, this process is tailored to deliver the caliber of qualified candidates you seek.
Understanding your company’s current situation, infrastructure, culture and goals as well as the open position(s) are critical to launching the search properly. It is equally important to review any relevant data and reports, product or service literature, and organization charts you consider appropriate in order to further understand your organization and, specifically, the open position itself.
Based on our discussions and meetings, a comprehensive Position Specification is developed which defines the scope of the role, job responsibilities, ideal characteristics of the executive and relevant experience necessary for this key position. This Position Specification is then forwarded to you for your review and approval.
A Target List is developed simultaneously in collaboration with you in order to determine those companies, industries and geographic areas which will most likely surface the best candidates for your search. Once completed, this Target List is forwarded to you for your review and approval.
With the above tools finalized, the search to identify candidates with the right qualifications is launched immediately. Calls to a targeted array of sources and potential candidates are in full force. Individuals are contacted through an existing database as well as through sourcing of new, fresh leads. These efforts generate a slate of appropriate, interested candidates who are qualified at length over the phone.
You will then receive a detailed resume for each candidate describing his/her professional experience, education and other noteworthy credentials for you to assess and review.
The candidates you select from this slate will then be interviewed in-person initially by me as the next step. After these initial interviews, I will recommend those candidates who would be best suited to meet with you in-person.
The finalists best qualified for the position will be presented to you for your consideration and first client interviews begin. You may choose to set up subsequent interviews with select members of your management team in further determining the best candidate to suit your needs and culture.
You then can choose the final candidate and prepare an offer of employment. As your Search Consultant, I can assist you, at your discretion, in negotiating the appropriate compensation package and all aspects of completing your employment offer.
Typically, customized references are conducted either just before the offer is presented to the final candidate or the offer is made contingent upon the satisfactory completion of the references. These references are key individuals who are, or have been, in positions to evaluate the candidate's performance on the job; usually superiors, peers and/or staff. Their confidential feedback is then accurately conveyed to you in order to help you gain a well-rounded picture of the candidate. Additionally, the candidate’s university degrees are verified.
After the final candidate has accepted your offer of employment, I personally assist the candidate through resignation with their current employer and then through their transition period into his/her new role with your company. This may encompass relocation activities as well.
During this critical time, periodical calls are placed to the final candidate in following up to see how s/he is progressing in their new role. This helps to ensure the candidate’s success once in the position on a day-to-day basis.