Complete a Detailed Needs Assessment

Prior to beginning the search process we would complete a detailed needs assessment of the organization. This process would involve one-on-one interviews with representatives from all of the major stakeholder groups.

We would then compile the information gathered to develop some common themes. We will probe for key characteristics and personality traits as well as for the type of background and management style everyone believes will be important for the new executive to possess. Also, it will enable us to get consensus on what all of the stakeholders view as the most important priorities facing the organization in the months and years to come.

The Search

We do not solicit candidates by e-mail or letters, we prefer personal contact. We would recommend, however, that the job be posted on all industry websites and in all industry trade publications.

In addition to the existing relationships that we have with executives across the nation, we have an exceptional database from which to draw. Our thorough prescreening, search, and qualification process will not take more than 30 to 60 days (depending upon the type of search). We will communicate with the client often and will provide updates on our progress no less than bimonthly.

Interviewing, Reference Checking and Profiling

We conduct in depth interviews with each of the candidates we determine will meet the basic qualifications for the position. Once we identify a short list of qualified candidates, we will then complete an in-depth check of all references. In addition, at the clients discretion, we will ask these candidates to complete a Behavioral Assessment test and we will conduct a complete criminal, credit, and driving record check of each of them.

We will present the finalist in a detailed packet and will include the following information on each candidate:

• An executive summary
• A complete detailed resume
• Completed references
• Behavioral Assessment results (when applicable)
• Completed background investigation results (when applicable)

We will then provide as many packets as necessary so that the entire search committee and/or Board can have a copy of our final recommendations.

Final Interviews

There are obviously many different ways that this can be handled, but we have some recommendations that have worked well in the past. Generally speaking, we have found it best for the search committee to conduct a group interview, and then for one or two committee members to conduct another interview separately so that you can get a sense for how the candidate interacts in both situations. We have suggested questions and evaluation forms that can be used for all interviews so that each candidate can be evaluated on comparable terms and their points totaled accordingly at the end of the process.

Post-Selection communications with Other Candidates

It is critical that the communication with the candidates who are not going to be offered the position be handled professionally. As leaders in the industry, handling this in the right manner will be extremely important for the reputation and integrity of your organization. We will ensure that people feel very good about the process and will communicate to all of the unsuccessful candidates why they were not chosen for the assignment.