Step 1: Develop client statement
Interactive dialogue pertaining to market position, competitive landscape, organizations and corporate culture.
Step 2: Define search requirements
Full needs analysis resulting in written search assignment (position requirements, roles responsibilities, benefits and compensation)
Step 3: Create search strategy
Compile a targeted list of sources most likely to identify appropriate candidates. These include networking with industry contacts, executive level contacts, and original calls.
Step1: Identify potential candidates
Take client message to market before contacting targeted source list.
Step 2: Interview and qualify prospects
Assess credentials, motivations, and career objectives and qualify achievements based on client requirements.
Step 3: References
In-depth verification of W-2, work history, character references.
Step 1: Candidate PresentationVerbal and written evaluations presented to client
Step 2: Client/Candidate Interviews
Coordinate and manage logistics of interview process. Pre and post interview briefings with candidate and client.
Step 3: Select final candidate
Interactive consultation with client to narrow shortlist to finalists.
Step 4: Pre-offer preparation
Re-confirm compensation criteria, revisit counteroffer and start date availability. Confirm commitment to opportunity to ensure extended offer will result in acceptance.
Step 1: Offer presentationPresent components of offer inclusive of compensation (bonus, commission structure etc.) benefits, title, reporting structure, and start-date.
Step 2: Negotiation
Secure final agreement of terms.
Step 3: Formal acceptance of offer
Obtain signed offer letter. Manage candidate resignation, counteroffer avoidance, etc.
Step 4: Follow-up
Track progress of resignation through successful integration within new environment.