Process / Our Search Process / Details – Various Steps
Position Review and Analysis
First, we meet with our client to develop a thorough understanding of the organization and its unique culture, position requirements, candidate qualifications, key selection criteria, compensation, and career potential.
To broaden our perspective, we often meet with other key stakeholders within the client company and, if appropriate, any key suppliers or other consultants, prior to beginning the search.
We then develop a comprehensive Position Profile detailing position specifics, ideal candidate criteria and specific competencies, which is then reviewed with our client and finalized.
Candidate Identification / Attraction
Key areas of focus to identify and attract the best available talent:
In-depth research: We develop and utilize customized, targeted research for each search assignment.
Proactive target recruiting: We contact the various individuals identified through our research to both “market” the opportunity and assess their qualifications and experience.
Networking / Referrals: From various personal and business contacts to individuals with the required experience and credentials.
Database review: For appropriate candidates or those who will act as information sources to refer us to suitably qualified individuals.
Candidate Assessment / Consultant Interviews
When the research, target recruiting, networking / referrals, and database review have been completed, we select, evaluate and assess interested candidates who best meet the position and candidate criteria.
The evaluation of candidates at this stage is accomplished through comprehensive, competency-based interviews to objectively assess the most promising candidates against our client’s requirements. We consider work experience, education, personality characteristics, management style, achievements, professional development, compensation history, and personal goals / expectations.
Candidate Review / Long-List Meeting
We then meet with our client to review profiles of individuals whom we consider to be the best qualified. From this list, we mutually select the candidates who best meet the experience, personal characteristics and overall-fit criteria (the short-list) to be interviewed by the organization.
Documentation of Short-List Candidates / Client Interviews
We provide our client with detailed candidate synopsis reports prior to their interviews with the three to five short-listed candidates. These reports include employment summaries, education, experience, relevant personal information, and our detailed interview assessment.
We arrange interviews and coordinate schedules for the final candidates to meet with the various members of the selection team. The lead consultant debriefs with the client and the candidates after the interviews to receive feedback and determine next steps in the process.
Confirming the Hiring Decision / Reference Checking
In our view, one of the most important screening devices is reference checking. Prior to an offer being made, we conduct detailed references, which focus on leadership abilities, management style, integrity, interpersonal skills, competence, and results achieved.
We also confirm the candidate’s track record, professional and personal strengths, potential areas for improvement, as well as degrees and designations. We then make our final recommendation. References are most appropriately done immediately following the selection of the finalist.
Finalizing the Hiring Decision / Negotiations and Offer
When the finalist candidate has been selected, we play an important role assisting in negotiating the final offer to ensure that all aspects of the offer are resolved to the satisfaction of both parties.
Integration / On-Boarding
We maintain regular contact with our client and the successful candidate to ensure that the integration process goes smoothly.
Liaison and Communications
Throughout the search engagement, we maintain a close working relationship with our client and keep them aware of our progress at all stages.
We communicate directly with unsuccessful candidates so that they are aware of the results of their candidacy. We endeavour to do this in a way that makes them supportive of the selection process and the decision not to proceed. It is critically important that communication throughout the search process be handled with discretion and sensitivity.