The Search Process

We partner with our clients throughout the entire search process and beyond. In a nuts and bolts outline, we take the following steps in conducting a search.

Assessment

• Client Needs Analysis
  Review information materials such as annual reports, websites, sales or product information and relevant news articles. Conduct thorough discussions with key company leaders. Develop an in-depth assessment of the position and the organization.
• Position Definition
  Establish the duties, responsibilities and necessary candidate qualifications for the position. Write a comprehensive description for wide distribution.
• Strategy
  Determine and evaluate the search objectives and approach. Is the compensation realistic, the position description viable, the opportunity attractive, and the targeted industry likely to produce candidates with the appropriate background and skill set? Determine the search strategy and estimate the search time frame.

Research

• Target Companies
  Determine organizations where ideal candidates may be found. Identify associations, websites, search engines, directories, etc. where candidates may be uncovered.
• Candidate Identification
  Develop comprehensive lists of names (and profiles if available) at appropriate levels and position titles. Identify the key players.

Pipeline

• Candidate Development
  Create the recruiting pitch. Cold call and source a multitude of prospective candidates. Network with personal and industry contacts for candidate referrals. Screen candidates for work history, education, salary level and potential interest.
• Pipeline To Client (Ongoing)
  Discuss process findings such as who's where, who said what, who's a potential candidate, who's not, what the marketplace impression of the search opportunity is, what the viability of the position is, and general feedback from the market. Adjust the search strategy if necessary.
• Candidate Qualification
  Interview each candidate at length to assess skills, aptitude, potential and interest level. Determine nuances such as personality and corporate/cultural fit.

Selection

• Candidate Presentation
  Present qualified candidates to client and narrow down the finalists for interviews. Measure candidates against one another and forecast potential scenarios.
• Reference Checking
  Conduct thorough, extensive and confidential background checks on final candidates.

Final Steps

• Placement
  Schedule interviews between client and candidates, mediate employment terms and salary negotiations, troubleshoot questions and concerns on both ends. Present and facilitate the offer and acceptance.
• Follow Up
  Ensure that the search process has been completed to satisfaction; close out the finalists and guide the new hire on board. Provide resignation and transition counsel to the candidate. Maintain regular contact with the client and successful candidate and ensure a smooth, successful transition.