Executive Search Process
Phase One
1) Introductory Consultations
In a detailed discussion, the client representative describes the company’s mission, values and strategic objectives, the characteristics of the industry in which the company and its competitors operate, the requirements of the position and all other relevant issues. We, in turn, contribute our perspective, and assist the client in refining its objectives.
2) The Position Specification and Search Plan
After the initial consultation, we prepare and submit a detailed Position Specification in which the client may or may not be identified, depending on the situation. This specification forms the basis for initial dialogue with candidates and contacts in the relevant area. Simultaneously, we also develop a Search Plan with the client, and set mutually agreed-upon dates for accomplishing major steps in the search, including client contact frequency and initial candidate interviews.
3) Search Research and Strategy
As the Position Specification is being drawn up and discussed, we begin to develop a search strategy that is anticipated to result in the identification of the most qualified candidate. To do this, we analyze market conditions and review the competition’s organizational and executive talent strategies. Drawing on our resources, extensive marketplace contacts, experience on previous, perhaps similar, projects, and our global proprietary database and research resources, we identify industries and companies where qualified candidates are likely to be found.
4) Identification of Prospective Candidates
The most critical stage of any assignment is identifying qualified prospective candidates. Through our extensive range of contacts in the targeted industries, we identify potential candidates within a very short period of time. We obtain complete information on a candidates background, qualifications, present position and responsibilities as well as form a view on his or her potential “fit” with the client organization.
Phase Two
5) Prospective Candidate Interviews
As the search progresses we hold face-to face meetings with potential candidates to assess their qualifications and motivation. At this stage, it may still be desirable for the client’s name to remain confidential, but potential candidates almost invariably are willing to enter into preliminary discussions with us.
6) Client – Candidate Meetings
We then arrange a series of meetings between the client and the lead candidates, ensuring that the client is fully briefed about each candidate in advance of any meeting and that each candidate is fully aware of the nature and demands of the position. This is a critical stage for both parties, and it is essential that each is thoroughly prepared if the meetings are to produce useful results. It is at this stage that the preferred candidate is identified.
7) Candidate Evaluations
Immediately following the client interviews, we update the client and candidates on their respective reactions and expectations. We help the client, where appropriate, to assess candidates against each element of the specifications and use this assessment to assist the client in forming his or her own conclusions.
8) Reference Checking
As early as possible in the search process we contact individuals who are knowledgeable of the candidate’s relevant leadership abilities, technical competencies, personal skills and integrity, and the quality of his or her previous work.
Phase Three
9) Negotiation of Offer
Our knowledge of the market and our status as an intermediary are invaluable to our client throughout the sensitive negotiating phase leading to final acceptance of the offer, for the interests of both the client and the candidate are accounted for. During this aspect of the process, we assist in contract and compensation negotiations, address issues relating to career progression, and obtain any additional formal references required.
10) Client Feedback and Follow-up
Upon the completion of a search, we request that the client complete a survey on his or her level of satisfaction with the experience. This client feedback is our most important tool in gauging how well we are performing.
Our involvement with the client and candidate continues after the offer is accepted. We often act as a liaison between the two parties to anticipate and resolve any unresolved issues, and to make the transition as smooth as possible. After completing the assignment, we maintain an ongoing relationship with the client and the candidate through periodic phone calls or visits.
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