The Search Process

Executive search is a specialized branch of management consulting.  The role of the search consultant is two-fold:

1) To serve as an advisor to management on issues of human resources strategy. 

2) To assist management with the identification and recruitment of key executive, managerial, and technical professionals to meet their strategic needs.

Although no two searches are ever exactly alike, the process generally consists of the following: 

Initial Client Meeting(s).  

We meet with the client to gain as full an understanding as possible concerning the organization, the requirements of the position, and the qualifications of the candidates sought.  During these discussions, we provide advise, counsel, and up-to-date market information to help the client refine their staffing objectives. 

Position Specification. 

A detailed Position Specification is then prepared and forms the basis of understanding between all parties concerning the requirements of the position, qualifications sought, and other details of the search. 

Research.  

Extensive research is then conducted to develop as much information as possible on related companies, competitors, the industry, related functions, spheres of influence, industry leaders, and other potential resources.  In doing so, we utilize an array of internal and external research resources, as well as our extensive network of personal contacts and experience with previous, occasionally similar, assignments.

Candidate Identification.  

Based upon the data collected, we begin the process of identifying and qualifying prospective candidates.  We screen them by phone initially, followed by personal interviews with those whose experience, qualifications, and characteristics most closely match the established criteria.

Reference Checking.  

Confidential references are then conducted on each candidate’s professional background, educational credentials, reputation, and employment history.  We do this to ensure that all relevant information is correct, and the prospect’s management ability, technical competency, integrity, and interpersonal skills are appropriate for the position.

Candidate Presentations.  

After all relevant information is collected and verified, we prepare appropriate candidate presentation materials (i.e. candidate profile, resume, interview summary, assessment results, etc.) on the leading prospects for the client’s review.

Client-Candidate Meetings.  

Once the client decides which candidate(s) they wish to consider further, we arrange and coordinate the candidate/client meetings.  We ensure that both parties are fully briefed in advance of the meeting(s) to promote a full and open exchange of information.

Candidate Evaluations.  

Immediately following the client-candidate meeting, we debrief with both parties regarding their respective reactions, concerns, and continued level of interest.  We also assist the client in evaluating each candidate against the criteria in the Position Specification.

Compensation Negotiations.  

The realities of compensation are simple: the client is looking to keep compensation under control and the candidate wants to maximize income.  Because of these conflicting agendas, a search assignment can easily derail during compensation negotiations.  Our knowledge of the marketplace and impartiality enables us to play a critical role in balancing the interests of both client and candidate, while ensuring that the process stays on track.

Follow-Up.  

After an offer has been extended and accepted, our involvement continues.  We stay “in the loop” with our client and the new employee until he or she is successfully situated in the new position.  And we remain in touch with the new employee throughout the first few months in the new assignment to further ensure a successful transition.

All assignments are conducted as discreetly as possible to ensure the confidentiality of both the client and the candidate(s) alike.