Search Process

A well-defined process greatly increases the probability of success in the fine art of matching human capital to a company’s critical resource needs. Our client-focus and due diligence allows us to build a solid foundation on which to conduct your search. That foundation is built on our understanding of your company, your culture, and your unique challenges for the organization and this position.

Pre-Search

• Our first process step allows us to look at you from the outside in. We take an outsider’s perspective and find out as much as we can about your company. We review your web site (what you want people to know) and media sources and social networking (what others say about you).
• We take a look at your key competitors in the city or cities of the search. Knowing about them helps us build a more balanced profile of your competitive environment

Research

• This step allows us to look at you from the inside out. We talk to your hiring executive and key stakeholders about your past experiences and your corporate and organizational goals. We listen: we want to be as clear about what hasn’t worked in the past as we are about how you want things to work in the future.
• We discuss your specific needs for the position – both tangible and intangible; we drill down into your expectations for what the new hire will achieve in their first 30 days, six months, and year. We define both your experience and competency requirements
• We discuss the logistics of the search and agree on the number of candidates; your preferred interview process; reference checking requirements; a project time-line; communications schedules; and mutual expectations for our working relationship

Interview Document Development

• We combine the information gained from our research and the information from your initial position description to develop candidate screening questions specific to your position. If we need to refine the position description, we do so before starting the search and providing the information to target candidates.

Search

• Prior to the initiation of the search we meet with the research director of our firm and develop specific search strategies for each engagement
• Depending on the specific search, we direct source from the Jivaro network and database; client’s competitors; similar companies within same industry; cross industry companies; social networks; Internet job sites and postings
• As a result of our well targeted due diligence and plan, we are able to seek out strong prospective candidates and cut quickly to the chase of their experience and fit for your team

Candidate Interviews

• We utilize phone interviews for initial screening and move to a more comprehensive interview for the most interesting candidates. The nature and scope of additional interviews is determined by the client’s commitment level
• We present potential candidates with a compelling view of your company and explore their qualifications, experience and personal character
• We provide you with a slate of qualified candidates (both resume and bio) and if warranted, a matrix comparing your position requirements with candidate experience. Both quantitative and qualitative factors may be addressed
• We coordinate and define interviewing schedules, questions, and logistics
• We debrief after each candidate’s interview and augment the slate with additional candidates if necessary

Selection and Completion

• When the choice is made we assist you with reference checks, compensation package negotiation and start date logistics
• We follow up with your new hire to insure a smooth transition into your organization and we also stay in touch post-hire to make sure that both the individual and the organization are in sync