Approach:
1. Arrange a meeting at the client’s location(s) and meet individually with all key personnel that would be working and interacting with the individual to be hired. Typically, depending on the level of the position, we would spend 1 hour with each management team member and 2 hours with the reporting/hiring manager. On senior level executive positions, we usually meet with executive management and the Board of Directors selection committee.
2. During our trip to the client’s location, we usually spend time with people from real estate companies, education leaders, chamber people and civic leaders to get an accurate picture of the amenities of the region, if this is applicable.
3. Once our trip and meetings are complete, we submit a 10-15 page synopsis on the position, company, personnel, expectations, area, etc. coupled with a realistic picture of the future and strategic plans for the company. This synopsis, which is our key recruiting tool, is in our client’s hands typically the week following our meeting. Once the client approves this information, we begin the search process.
Search Process:
1. Research and penetrate the appropriate markets and identify the top caliber talent that fits the criteria that has been laid out. Discretion is exercised in the disclosure of our client to potential candidates until we have determined that the candidate is qualified and has a strong genuine interest in investigating the opportunity. We represent our client accurately in the marketplace and penetrate all targeted companies, diligently getting to the right people. We provide written and verbal communication weekly on the status of the search, potential candidates, and challenges.
2. The search consultant will personally interview the potential candidates for the search (typically 6-8 individuals). This is a 2-3 hour meeting, which gives the search consultant the opportunity to get the candidate to clarify and substantiate any components pertinent to the scope of the position. The search consultant selects the top 3-4 candidates who will go on and personally interview with the client.
3. The search consultant conveys results of his/her interviewing trip with the client and coordinates dates for formal interviews with the client. The search consultant submits candidate dossiers for the hiring team’s review. Each portfolio includes a cover letter, professional assessment, resume, and references. A separate compensation letter is sent to the appropriate individual(s).
4. The search consultant provides feedback to the client and candidate in an expedient fashion after the initial interviews are complete. The search consultant will work with the candidate(s) who will be moving forward for a second interview, and address pertinent issues. The search consultant will also carefully work with the finalist through the resignation process.
5. Once the successful candidate is on board, our process and communication continues with both the new hire and the hiring manager. We set up personal meetings with each individual after 90 days of employment. These confidential meetings ensure that everything is on track.
We function as a true business partner with our client companies.