|
|
The Search
Our
executive search process is comprised of three phases:
1) Search phase
- Complete
performance profile of the position.
- Confirm 'hands
off' prospects with clients.
- Establish
guidelines, expectations, and schedule of search with client.
- Commence
research and recruitment, qualify prospective candidates, obtain
resume and project lists.
- Present
short-list of finalists to client; prep client on interviewing
and hitting hot buttons of candidates.
- Coordinate
interviews.
- Debrief with
both parties.
2) Offer phase
- Confirm
interest between both parties.
- Once interest
and offer terms are agreed in principle and acceptance from
candidate is likely, then finish reference checks.
- Gain candidate
verbal acceptance of offer.
- Present formal
offer by client; receive candidate official acceptance with
signature same day.
- Confirm with
candidate (1) start date, (2) last day at work, (3) date and
time of resignation meeting.
3) Transition phase.
- Coach candidate
on the three steps to the resignation meeting and the three
possible responses by their employer.
- Confirm
candidate can withstand counteroffer and is prepped with
verbiage to diffuse it.
- Client
involvement still is key: meetings and conversations between
client and candidate and future colleagues must ensue during
transition period.
- Confirm
candidate start.
- Regular follow
up with candidate to preserve client investment.
Specific areas of uniqueness with our
search practice include:
1) Specific and clearly-defined expectations, accountabilities and
performance profiles.
2) Established timelines and schedule expectations.
3) Focused and deliberate execution with intensity.
4) Results-oriented focus on candidate recruitment.
5) Evaluation based first on results
6) High likelihood of acceptance by candidates
(same-day) if following our system.
7) Low likelihood of candidate counteroffers if following our
system.
8) Because of our experience in organizational development and
leadership coaching and consulting, the likelihood of a better fit
is higher compared to most search practitioners.
|
|
