STAGES OF THE SEARCH PROCESS

KICK-OFF MEETING & CLIENT REQUIREMENTS ASSESSMENT:

This is the first stage of the search process. It entails an in-depth discussion of client requirements (in-person, via Skype or Phone) with the relevant members of the hiring committee or staff whose input would be relevant for the search.

+ All specific, general and preferred skills and qualities are discussed in detail, including those deemed as ‘must have’ and ‘nice to have’ qualities.

+ Other factors such as what worked and what did not with previous employees in the role are also explored, as well as any unique or particular dynamics regarding the team, organization or sector that may influence the search are discussed.

+ A detailed discussion of the company culture ensues. This is as important to the search as are particular skills and experience. The cultural aspects which are important are leadership style of the Executive Team, organizational structure, level of formality/informality, general team dynamics, innovativeness, pace of work, etc.

+ The total compensation package, including base salary, other compensation, benefits, flexibility with work location/hours and other perks are also discussed, at this meeting.

+ Generally the bulk of the requirements are communicated during the kick-off meeting, however it is common for this to be an iterative process, whereby the ideal profile is refined after the initial meeting.

CANDIDATE PROFILE GENERATION & COMMENCEMENT OF SEARCH:

Client requirements from the kick-off meeting are used to review and develop the ideal candidate profile for the role. The ideal candidate profile is composed of desired/mandatory skills, personal and leadership qualities, preferred skills, and other requirements pertaining to location, compensation range, start dates etc., and an assessment of true motivation and interest of the candidate in the position.

+ Any gaps in the information or inconsistencies are referred to the client for clarification.

+ Depending on the type of position, seniority level, urgency, and sector, the most appropriate off-line and online channels are used to begin the search.

+ A long-list of candidates is produced within days of Step-1 (kick-off meeting).

+ Candidates are rigourously interviewed and pre-screened for all the criteria that comprise the candidate profile, including their real motivation and interest in the role.

GENERATE SHORT LIST & PRESENTATION TO CLIENT

+ The long list of candidates is reduced to a short-list of approximately 4-6 high-calibre candidates(per position) based on those that meet or exceed all requirements. The short-list is presented to the client for consideration.

+ Any insights gained through the search process up to that point are communicated to the client to better inform the decision making process. Any specific requests from good candidates regarding the position are conveyed to the client.

INTERVIEW STAGE, INCORPORATION OF CLIENT FEEDBACK & FINAL OFFER

+ Assist client with interview coordination and/or with the interviews, if necessary.

+ Continue the search process in case more suitable candidates emerge.

+ Support clients with further vetting of the candidates that make it to the final round, through reference checks etc.

+ Support client in formulating a reasonable offer to the suitable candidate.

+ Incorporate feedback from client back into the search process, in the event that top candidate or runner-up does not accept offer for any reason. In this event, return to Step-2 and commence search.

FOLLOW-UP WITH CLIENT & CANDIDATE

+ Request feedback on the entire search process to understand the overall experience from the client’s perspective.

+ Follow-up with client and candidate at approximately 1-3 months, 6 months and 12 months, to ensure that the new partnership is successful and working out as originally envisioned.