Search Methodology
Our Approach to the Search Process:
While each assignment that we undertake is somewhat unique and requires us to adjust our efforts in accordance with the specific needs of our clients, we have developed a general approach that has proven effective.
1. Initial Consultation:
In an initial meeting with client representatives, the specific requirements of the position and the qualities being sought in the ideal candidate are determined. In addition, we try to learn as much as possible about our clientʼs business philosophy, market share, profitability and plans for future growth, information which enables us accurately represent the opportunity to potential candidates.
2. Drafting of a Position Specification:
A detailed Position Specification which describes our client, the position, the characteristics being sought in an ideal candidate, and the nature of the opportunity is prepared by our office and approved by our client. This document serves to confirm our collective understanding of the position requirements and is used as a tool by which to introduce our client to targeted individuals, and to generate interest in the position among potential candidates.
3. Formulation of a Search Strategy and Research:
We work closely with our clients and with industry sources to determine the most
appropriate target organizations in which to conduct sourcing activities. Our research draws on public information, the personal recommendations of individuals with whom we have developed relationships over the years, and on appropriate published materials.
A list of target individuals is prepared and, if required, reviewed by our client. We forward the Position Specification to targeted individuals, and follow-up telephone contact is conducted.
4. Identification and Screening of Prospective Candidates:
We conduct personal interviews with individuals arising from this process who appear to be best suited for the position in order to evaluate their qualifications, interpersonal skills, compatibility with the client organization, and level of interest in the position being offered.
5. Presentation of Candidates to Client:
The candidates who appear to be especially well suited to the position are presented to the client through a detailed letter of introduction. This report presents information concerning the candidateʼs current position, responsibilities, relevant experience, accomplishments, and background, and offers our subjective assessment of the individualʼs qualifications for the position. Depending upon the specific requirements of the client, candidates can be presented as a panel of finalists, or serially as candidates are developed and qualified.
6. Interview of Candidates by Client:
Interviews are subsequently scheduled between the client and candidates who are of greatest interest.
7. Reference Checking:
When the finalist candidate is identified, we conduct reference checks with individuals who are qualified to comment in depth upon the candidateʼs abilities, experience, technical competence, personal characteristics and work habits in
order to verify impressions gained during the interview process. Written reference summaries are provided to the client.
8. Negotiation of Offer and Closing:
During the negotiation stage, we provide recommendations to our client on the structure of a compensation package that can be designed to attract the finalist candidate. By serving as an intermediary, we can often work out details which may have significant bearing on the acceptance or rejection of an offer.
9. Follow-Up:
It is our policy to remain in touch with the client and the successful candidate for an extended time period after the candidate actually begins working for the client. By continuing our dialogue, we hope to be helpful in anticipating and avoiding potential problems of adjustment.
While each assignment that we undertake is somewhat unique and requires us to adjust our efforts in accordance with the specific needs of our clients, we have developed a general approach that has proven effective.
1. Initial Consultation:
In an initial meeting with client representatives, the specific requirements of the position and the qualities being sought in the ideal candidate are determined. In addition, we try to learn as much as possible about our clientʼs business philosophy, market share, profitability and plans for future growth, information which enables us accurately represent the opportunity to potential candidates.
2. Drafting of a Position Specification:
A detailed Position Specification which describes our client, the position, the characteristics being sought in an ideal candidate, and the nature of the opportunity is prepared by our office and approved by our client. This document serves to confirm our collective understanding of the position requirements and is used as a tool by which to introduce our client to targeted individuals, and to generate interest in the position among potential candidates.
3. Formulation of a Search Strategy and Research:
We work closely with our clients and with industry sources to determine the most
appropriate target organizations in which to conduct sourcing activities. Our research draws on public information, the personal recommendations of individuals with whom we have developed relationships over the years, and on appropriate published materials.
A list of target individuals is prepared and, if required, reviewed by our client. We forward the Position Specification to targeted individuals, and follow-up telephone contact is conducted.
4. Identification and Screening of Prospective Candidates:
We conduct personal interviews with individuals arising from this process who appear to be best suited for the position in order to evaluate their qualifications, interpersonal skills, compatibility with the client organization, and level of interest in the position being offered.
5. Presentation of Candidates to Client:
The candidates who appear to be especially well suited to the position are presented to the client through a detailed letter of introduction. This report presents information concerning the candidateʼs current position, responsibilities, relevant experience, accomplishments, and background, and offers our subjective assessment of the individualʼs qualifications for the position. Depending upon the specific requirements of the client, candidates can be presented as a panel of finalists, or serially as candidates are developed and qualified.
6. Interview of Candidates by Client:
Interviews are subsequently scheduled between the client and candidates who are of greatest interest.
7. Reference Checking:
When the finalist candidate is identified, we conduct reference checks with individuals who are qualified to comment in depth upon the candidateʼs abilities, experience, technical competence, personal characteristics and work habits in
order to verify impressions gained during the interview process. Written reference summaries are provided to the client.
8. Negotiation of Offer and Closing:
During the negotiation stage, we provide recommendations to our client on the structure of a compensation package that can be designed to attract the finalist candidate. By serving as an intermediary, we can often work out details which may have significant bearing on the acceptance or rejection of an offer.
9. Follow-Up:
It is our policy to remain in touch with the client and the successful candidate for an extended time period after the candidate actually begins working for the client. By continuing our dialogue, we hope to be helpful in anticipating and avoiding potential problems of adjustment.