In a search assignment, our objective is the identification, evaluation and presentation of the best-qualified candidates. We have developed techniques and a plan of action, depicted here, which have proved most effective in completing assignments for our clients.

• INTRODUCTORY CONSULTATION, RESEARCH AND BRIEFING
  Before an assignment is undertaken, we develop a working knowledge of the nature and state of a client’s industry, including its markets, competition and environments. In consultations with the client, we gain an understanding of the client’s organization and the specifics of the position to be filled. Often our experience with previous assignments and our perspective as outside consultants have enabled us to assist clients in assessing the demands of the position, the qualifications of the individual who can best fit it, and the client’s expectations in light of the realities of the marketplace.

• DRAFTING AND APPROVAL OF POSITION SPECIFICATION
  Once a consensus is reached on the requirements of the position and the qualifications of the ideal candidate, we prepare a detailed position specification which is reviewed and approved by the client. Without revealing the client’s identity, the specification communicates the dimensions of the opportunity and is later shared with prospective candidates and a select group of individuals who are in a position to recommend outstanding prospects.

• FORMULATION OF SEARCH AND RESEARCH
  Concurrently, we formulate the search strategy most likely to produce the best qualified candidates for the particular assignment. Our research into target industries and companies draws on public and private databases and on the substantial resources of our own internal research capabilities.

• CONSULTATION WITH INDUSTRY SOURCES
  Through extensive consultation with executives, who can recommend individuals in the relevant industry or industries, we develop leads to prospective candidates who might otherwise be hard to identify.

• IDENTIFICATION OF PROSPECTIVE CANDIDATES
  Based on the many sources of information available to us, we compile a broad list of prospects for the position.

• INTERVIEWING PROSPECTIVE CANDIDATES
  We then conduct personal interviews with those prospects who appear to be best suited for the position in order to evaluate their qualifications, motivation factors, personal compatibility with the client organization, and level of interest in the opportunity.

• INTRODUCTION OF CANDIDATES TO CLIENT
  The few candidates who emerge from the interview process as being especially well suited to the position are then introduced to the client through a detailed candidate profile. This report not only presents factual information about the candidate’s current position, responsibilities, relevant experience, accomplishments, and background, it also offers our subjective assessment of the individual’s qualifications for the specific position.

• INTERVIEWING OF CANDIDATES BY CLIENT
  Interviews are scheduled between the client and candidates. If the search requirements so dictate, the client’s identity is not revealed to the candidates until this point.

• REFERENCE CHECKING
  When the finalist candidate is identified and both client and candidate express strong interest in working together, we contact as references individuals who are qualified to comment in depth upon the candidate’s leadership abilities, integrity, technical competence, specific achievements and personal characteristics in order to verify impressions gained during the interview process.

• NEGOTIATION OF OFFER AND CLOSING
  During the negotiations stage, our outside perspective and recruiting experience enable us to provide recommendations to our clients on the structure of a compensation package calculated to attract the finalist. By serving as an intermediary, we can often work out details, which may have significant bearing on the final acceptance or rejection of the offer.

• FOLLOW-UP
  Although the recruiting process is complete when an offer is accepted we have found it helpful to stay in touch with the client and the successful candidate during the transition period and perhaps to provide assistance as they adapt to the new working relationship. As a policy, over the ensuing months, we continue our dialogue with the client and successful candidate so that we may be helpful in anticipating and averting potential problems of adjustment.