OUR SEARCH PROCESS
Interview members of client organization staff to achieve clarity and consensus concerning the specific nature of duties, responsibilities and expectations of the position. Capture the corporate culture and management philosophy, the challenges and opportunities as well as the strengths the candidate will need to succeed.
Identify a local and national list of target organizations to find prospective candidates; develop a search timeline and schedule reporting dates.
Conduct an intensive, independent professional search and recruitment effort, utilizing an extensive local, regional and national contact network. This will allow us to seek out qualified and diverse candidates, including some who may not otherwise have an interest in your recruitment.
Interview, assess and evaluate prospective candidates through our Proprietary™ Gate Process:
- Gate 1: Competency
A series of career related questions to determine, assess and assure the candidate has made successful and progressive movement in their career.
- Gate 2: Experience
A comprehensive set of interview questions to evaluate the candidate’s past experience and validate a successful background to excel in the position.
- Gate 3: Leadership
A face-to-face interview focusing on a series of behavioral questions to evaluate and assess interpersonal skills, team-building and leadership qualities, and management style to ensure a successful transition with your organizational culture, management philosophy and desired attributes for the candidate.
Arrange for background inquiries and reference checks with current and past employers, and verify claimed educational achievement to determine finalist.
Present a written and oral report to you including resumes and background information on those individuals considered to be most qualified and best suited for the position.
Provide, if desired, Inter-Personality Profile Testing of the finalist. This research-based personality assessment model can assist the client organization in making distinctions and understanding differences of management and personal style among candidates. The results are also used in organizations to help understand and adapt to different management styles and approaches to work methods, to assist in maximizing human potential, and to facilitate more effective communications with peers, employees and supervisors.
Present written assessments and recommendations, background information and personality profile results, if desired, for the selected finalist.
Facilitate selection of finalist to be invited for personal interviews and appointment consideration.
Arrange for additional background inquiries of candidates selected for interviews, including criminal court, credit and motor vehicle records checks and print media searches, as desired.
Coordinate arrangements for candidates’ travel to the client organization for interviews if desired, be present during interview sessions to facilitate effective discussion and deliberation toward the selection of final candidates and assist in employment negotiation between the final candidates and the client organization on behalf of the client organization, as desired. • Notify all Applicants of the final appointment selection.
Provide professional background information for press release on the successful candidates.
Assist with the transition process with the successful candidate and hiring executive at three months, six months and twelve months.