Approach

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With respect to each position assigned for search, we follow specific procedures to identify the most qualified candidates for the position.

1.        Position Description:  After careful analysis of your needs, we will define the position responsibilities and desired characteristics of the ideal finalist for the position.

This document, referred to as “The Position Description”, provides pertinent  information to potential candidates/resources and ensures a mutual understanding of the requirements of the position.

2.        Research:  We will contact a wide range of potential candidates and candidate sources, describing only the position we are seeking to fill, while maintaining confidentiality, as required. Since it is our desire to create a partnership with our client during the course of this engagement, we ask our client to forward names of individuals they hear about and/ or resumes they receive which look interesting. We will evaluate and compare those individuals with all other prospects.

3.        Candidate Interviews:  Qualified candidates will be interviewed in-depth by the appropriate member or members of our search team. This enables us to evaluate each candidate’s chemistry, personality, presence, qualifications and suitability to the position.

4.        Candidate Reports:  We will provide you with written career information on candidates, as well as written and/or oral assessments of their personal and professional suitability to the position.

5.        Client Interviews:  After we have reviewed the recommended candidates with the client, we will arrange meetings for our client with the most qualified individuals whom the client chooses to interview. When the client has selected the finalist to whom they wish to extend an offer, we will be available, as our client’s intermediary in the negotiation. Of course, selection of the finalist and form and extension of the offer is always our client’s decision.

6.        Reference Checks:  We will also provide confidential written references on finalists. These references summarize information provided by third parties who are, or have been, in a position to evaluate a candidate professionally and personally. Because the majority of individuals who become candidates in a search are not actively seeking an outside opportunity, but rather have been approached by our search team and asked to consider a change in position, it is important to protect the candidate’s confidentiality. Therefore, in-depth reference checks will be conducted only after our client has indicated a strong interest in a particular individual and are prepared to make an offer to that individual. Informal checks, however, are made throughout the course of the evaluation process. We also routinely verify each candidate’s education credentials.