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The Search Process
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 job.
- 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 job, 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.
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