Discussions with Key Stakeholders:
The first step in conducting an executive search is developing a comprehensive overview of the organization, its history and future, along with the objectives of the Leadership. Whether creating a new position or replacing an existing position, a clear understanding of the client’s objectives will influence our approach. When possible we spend time with the relevant individuals who have direct knowledge of what short and long term results will be required from the person selected for this position. These discussions, along with additional information provided, will form the underlying selection criteria used in evaluating candidates.

Position Description:
The Position Description will be prepared with information gathered from you. This document outlines the selection criteria by which candidates will be evaluated and will serve as a recruiting tool for the campaign.

Recruitment Plan:
Name identification involves our research team identifying and developing lists of active and passive candidates. This is a market map of Industry or function specific list of available candidate pool in a particular region or country. Internet Postings have been successful for us in our recruiting efforts. Our research team has extensive experience mining websites as well as selecting the appropriate sites for posting highly sensitive senior management positions. Candidate Development is still the best executive search method for generating candidate interest. Qualified candidates are most often generated by personal phone calls and referrals.

Candidate Write-up/ Profiles:
Written profiles will be developed for the top individuals who match the technical criteria and experience levels outlined for the position. Our Executive Recruiter Consultant will work with you to define the selection criteria.

Candidate profiles typically contain:

  • An overview of work history and experience and education.
  • An analysis of technical competence based on the selection criteria
  • Related accomplishments that speak to the candidate’s ability to accomplish the objectives.
  • Compensation
  • Relocation issues
  • A discussion of the candidate’s style, personality and possible chemistry match.
  • Our opinion regarding their candidacy and their relative ranking.

The Interview Process:
Because the interview feedback is valuable in assessing the health of the search, we prefer the client to meet candidates as we identify them, rather than as a final panel at the end of the executive search process.
Once a candidate has been identified, presented and accepted by the client, the Executive Recruiter assigned to the search will coordinate the design of the internal interview process. It is helpful to have an internal employee manage the scheduling of interviews.
A typical approach is to have a panel interview with the key decision makers followed by one-on-one sessions with each individual. Key staff might also have an opportunity to meet with the final candidate(s) and present feedback to the individual(s) making the final hiring decision.

Reference Checking:
Reference interviews will be used in evaluating the finalists. These references will be from superiors, management peers, subordinate direct reports as well as external professional relationships. Final referencing will be completed prior to finalization of any employment agreement and will address specific concerns identified in the interview process. References are presented in a consistent, written format. Sample references are available for your review.

Offer Negotiation:
Our Executive Recruiters discuss compensation with candidates immediately to prevent last minute surprises. We dig deeply and our clients know where each candidate stands prior to interviewing them. Likewise, it is our preference to be as forthright as possible with candidates. The Executive Recruiter presents the offer and facilitates a speedy close.