"If I had one hour to save the world, I would spend 55 minutes defining the problem and 5 minutes solving it."
- Albert Einstein
Many executive recruiters do an excellent job of solving the wrong problem.
OUR APPROACH
Ensure a Clear Understanding of your Organization.
We meet with key stakeholders to learn more about your organizational culture, key successes and challenges, strategy direction and strengths and weaknesses of the leadership team overseeing the role being recruited for.
Ensure a Clear Understanding of the Role
We will also meet with key stakeholders to learn duties and responsibilities, critical skills and competencies needed, highpoints and challenges, and internal/external relationships.
Development of the Position Description
We see the position description as a tool that serves as our guide to ensure candidate alignment with competency and fit, but equally important it serves as a tool to engage passive talent in the marketplace. We create a position description that provides information on your company and the role, but also serves to enhance and promote your employment brand.
Identifying Candidates
Once we have identified the ideal profile to meet your needs, we set out to identify the sources and locations of talent that could potentially be aligned to the role. We map the market to better understand where such talent exists and what challenges or obstacles may exist which could hinder the recruitment process. Our research staff works closely with our search consultants using our proprietary database, sources and contacts developed over the past 25+ years, social media, and other resources to directly engage key talent where they live, work and play.
Qualifying Candidates
We initially screen candidates for technical and leadership competencies and gain a deeper understanding of experiences relevant to the needs of the role. Through a collaborative process, we present candidate summary backgrounds via an initial short list to ensure alignment with expectations. With input from stakeholders, we then proceed to a deeper assessment process with the most desirable candidates.
Our Assessment Model
Our in-person behavioral based interviews focus on assessing the acquired and innate characteristics of our candidates. Such innate characteristics as problem solving, tenacity, creativity, action orientation, leadership, strategic ability, intellect, business ability, political acuity, negotiating skills and compassion typically make up 75% of a candidate's profile while 25% are acquired characteristics such as technical skills, knowledge, career choices, education and professional credentials. We then provide a written assessment of our findings.
Communication & Relationship Management
We schedule weekly conference calls to provide our clients with market feedback, introducing new candidates and determining which candidates to take to the next level. We also provide coordination and scheduling of candidates for your interviews.
Reference Checks
We conduct a deep and thorough reference check on the selected finalist. Prior to starting the reference check, we will mutually agree upon a list of questions that will be asked of the finalist's references. We will then produce a written transcript of the reference's responses to each question. We will check both the references provided by the candidate as well as those references uncovered by us independent of the candidate.
Managing the Offer
We have extensive experience managing the offer and successfully closing desired candidates.
