Search Process: Overview

Every client has special requirements and every assignment is unique. What remains constant are the high standards we apply when conducting an assignment. We employ a systematic approach that is both swift and comprehensive in scope. We recognize that most of our clients have urgent needs, and we aim to meet those needs quickly. Our goal is to complete each assignment as quickly as possible. How quickly this can be achieved is subject to the size of the pool of candidates, market and industry conditions, the client's availability and responsiveness to meeting candidates and making a decision.

Search Process: Week 1

Introductory Consultations

In a detailed discussion, the client describes the requirements of the position, the company's goals and characteristics, the industrial and competitive environment, and all other pertinent issues. We, in turn, contribute our knowledge and advice, and help the client refine their objectives.

The Position Specification and Action Plan

We then prepare and submit a detailed Position Specification in which the client may or may not be identified, depending on the situation. This specification forms the basis for initial discussions with candidates and contacts in the relevant area. At this stage, we also develop an Action Plan with the client, and set mutually agreed-upon dates for accomplishing major steps in the search, including client contact frequency and initial candidate interviews.

Strategy and Research

As the Position Specification is being drawn up and discussed, we are working to develop a search strategy that is most likely to identify the ideal candidate. To do this, we analyze market conditions, review the competition's staffing strategies; drawing on our international network, wide range of contacts, experience on previous, perhaps similar, projects, and our own database and research resources. We identify industries and companies where prospective candidates are likely to be found.

Search Process: Weeks 2 - 10

Identification of Prospective Candidates

The most critical stage of any search is identifying solid prospects. Through our extensive range of contacts in the targeted industries, we identify possible candidates within a very short period of time. The client is sent detailed reports on all suitable candidates. These reports contain complete information on a candidate's background, qualifications, present position and responsibilities as well as our views on his or her potential "fit."

Search Process: Weeks 3 - 12

Prospective Candidate Interviews

As the search continues, we hold face-to-face meetings with potential candidates anywhere in the world to assess their qualifications and motivation. At this stage, it still may be desirable for the client's name to remain confidential, but executives at all levels almost invariably are willing to enter into preliminary discussions with us.

Reference Checking

As early as possible in the search process, we conduct extensive confidential references on all candidates. We contact people who are acquainted with the candidate to get in-depth comments on the candidate's management ability, technical competency, integrity and personal skills and characteristics that are relevant.

Search Process: Weeks 6 - 15

Client/Candidate Meetings

We then arrange a series of meetings between the client and the lead candidates, ensuring that the client is fully briefed about each candidate in advance of any meeting and that each candidate is fully aware of the demands of the position. This is a critical stage for both parties, and it is essential that each is thoroughly prepared if the meetings are to produce useful results. It is at this stage that the preferred candidate is identified, but the selection process is by no means complete.

Candidate Evaluations

Immediately following the client interviews, we update the client and candidates on their respective reactions and expectations. We help the client, where appropriate, to rate candidates against each element of the specification and to use these ratings to assist the client in forming his or her own conclusions.

Search Process: Weeks 12 - 18

Negotiation of Offer

Our knowledge of the market and our status as an intermediary are invaluable to the client in the sensitive negotiating phase leading to final acceptance of the offer, because the interests of both the client and candidate are taken into account. This benefits both parties and leads to a successful negotiation. During this aspect of the process, we assist in contract and compensation negotiations, cover prospects for career progression, and obtain any additional formal references required.

The Follow-Up

Our involvement does not end when the offer is accepted. We often act as a liaison between the two parties to anticipate and resolve any outstanding issues, and to make the transition as smooth as possible. After completing the assignment, we establish an ongoing relationship with the client and candidate through periodic phone calls or visits.