CONSULTATION & SEARCH AGREEMENT CONSULTANT/CLIENT RELATIONSHIP: The executive search consultant must have a thorough understanding of the client's business, the organization surrounding the target position and the qualities required of the new executive. Since the consultant is an extension of the client in the recruiting process, he must be in a position to answer effectively the broad scope of questions that a candidate might ask. An initial meeting to discuss the company and the requisites can also serve as a means through which the client can better understand the consultant and can clearly grasp the procedures and mechanics of the search. A prime objective for the search consultant is to understand the matter of chemistry. The search consultant must know his client well enough to match the candidate's personality with the client company environment. The chemistry involved - how people react to one another - is one of the most important ingredients for a successful search and for subsequent career progression. SEARCH CONTRACT LETTER: Immediately after our preliminary meetings, we prepare a letter describing our understanding of position requirements, a summary of the search process and fee arrangements - all of which are to insure a mutual understanding of the client/consultant agreement. SEQUENCE OF SEARCH ACTIVITY RESEARCH: Most searches take from two to three months to complete. We begin by identifying target companies and individuals nationwide and sometimes worldwide who may be candidates or sources of candidates. This is accomplished through original research, networking of our contacts within appropriate industries, our extensive database and other database sources. RECRUITING AND SCREENING: From our research we make direct telephone contact to determine candidate suitability and interest. This screening process is time consuming but very critical. Qualified and interested candidates are then phone interviewed in greater depth and only realistic prospects are invited to a field interview. EVALUATION AND ASSESSMENT: This phase of the search process is the true value of a good recruiting firm. Through the field interview, the search consultant evaluates candidates in light of client requirements and recommends for client interview only those candidates who truly appear to fit positional and chemistry requirements. Presentation and client interview of qualified candidates, especially near the outset of the search, is very important as it serves to confirm our mutual understanding of the assignment. HIRING DECISION: When a client shows interest in a candidate we conduct additional reference checks, focusing, if possible, on supervisors, peers and subordinates who have had a meaningful relationship with the candidate. We will never contact references who may jeopardize the candidate's current employment. After a candidate's reference checks have been completed, and the client has made a preliminary selection, we often play an important role as the catalyst in bringing the two parties together. The negotiating process may be lengthy and may involve a series of issues including compensation, relocation and details of the total compensation package. FOLLOW-UP: Throughout the search process, we maintain regular contact with our client. We also follow up with both client and candidate after completion of the assignment to insure that both parties are satisfied and to remain abreast of client activities so that we are prepared to assist in future management needs.
			[Consumer/Professional] [Retail] [Financial Services] [Healthcare] [Hi-Tech] [Internet/e-Business] [Gaming/Hospitality] [Home]