Our search process, while not all that unusual has been proven over many years to work well. While this is our basic and proven process, we always tailor the process to meet our client´s needs and desires.
First we work with you to understand and determine the skills, competencies, experience, personality, values, and style necessary for your new leader to succeed.
A profile is developed for your review and approval. This validates that we heard and understand what qualities you seek in the successful candidate and helps confirm we understand and share your view on the position, characteristics, competencies, and experience desired as we engage the market.
While we may already know several prospective candidates, we believe a search should always take a fresh look at the market. Through careful research, we determine which organizations may have the leadership you seek as well as specific individuals who may be good sources or prospective candidates.
Research We reach out to sources to seek input and to potentially qualified individuals in the market to assess their leadership ability, and draw them to your opportunity. Our experience has proven we know how to engage these individuals and successfully open their mind to hearing about appropriate new opportunities. We make judgments about the prospects motivations, experience and strengths and weaknesses for the role and develop a sense for personal fit before suggesting a face-to-face interview.
Narrowing the Field At this point a personal interview is critical to further evaluating and getting to know the prospective candidate. Further, it allows us to begin to develop a personal relationship with the prospect which is often critical when we negotiate with the candidate you select to hire. The interviews are designed to determine if a candidate has the qualities you seek, including the skills, competencies, vision, values and cultural fit, and confidence to meet the demands required.
We then recommend a short list of candidates for you to interview. Before you meet a candidate, you receive a written candidate report sharing information about them, so that your time can be spent getting to know the candidate and probing specific topics.
Finalists are then invited back for a second round of interviews allowing you to gain deeper insights and to ensure the candidates have met with all key stake holders. Importantly, this is also an opportunity for the candidates to gain more insight into the position, the organization, and the community.
At this point references will be conducted if not previously completed. In parallel we usually work with you and the candidate to frame and negotiate an offer. We then periodically touch base with you and the successful candidate to ensure the leader is onboarding successfully.
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