Ten Step Search Process

  1. Assess client needs to capture the unique feeling and flavor
    • confer with primary contact to establish chemistry
    • tour client facility to capture a sense of the environment
    • meet interview team to synchronize group priorities
  2. Develop basic materials to broadcast the opportunity
    • write position specification to add excitement
    • distill criteria matrix to outline essential skills
    • receive client approvals to unify representation
  3. Define search universe to map the recruiting strategy
    • identify competitive targets to reach people in the field
    • classify like environments to locate transferable skills
    • find common vendors, sources to penetrate other firms
  4. Construct project timeline to set tactical priorities
    • schedule project agenda to synchronize calendars
    • set realistic expectations to anticipate the challenges
    • share contact information to simplify communication
  5. Qualify appropriate candidates to bring forward the best
    • begin active phase to call and email search universe
    • send status reports to provide progressive snapshot
    • interview select candidates to determine skills, chemistry
  6. Present progress results to keep client up to speed
    • send resumes, conversation notes to explain discovery
    • evaluate search progress to refine strategy and tactics
    • analyze industry information to gather competitive data
  7. Interview best candidates to sample talent population
    • schedule client - candidate interviews to make best use of time
    • prepare, debrief both parties to create warm communication
    • move or eliminate candidates to keep momentum going
  8. Check multiple references to corroborate candidate impression
    • verify degrees and credentials to ascertain veracity
    • question past, present employers to establish track record
    • send results to client to share third party perspective
  9. Negotiate compensation offer to assure both sides agree
    • pre - qualify candidate to guarantee rapid acceptance
    • discuss other issues to clear potential obstacles
    • prep resignation, set start date to finalize agreement
  10. Maintain transition communication to walk through the change
    • exchange information with candidate to keep contact
    • encourage client - candidate interaction to enhance connection
    • step into background to allow the relationship to mature