Pre-engagement Meeting
When a client is thinking about replacing or adding an employee to their
company, it may not be clear which methodology is the most effective for
finding the best person at a reasonable cost. The pre-engagement meeting
allows for a free flowing of ideas and questions that helps determine
what the requirements of the position are and may help determine which
methodology is best.
The consultant takes on a dual role of questioner and client advocate
to assure as many issues are brought to the front and are discussed and
resolved. Sometimes, it will become quickly apparent that the use of
executive search, employment advertising, referrals, networking, or even
the use of an employment agency is the most effective route to filling a
position. Other times, the proper methodology is not clear and requires
further research and investigation before the proper methodology can be
recommended.
Pre-engagement Research
Once the basic position requirements are agreed upon and understood, the
next step is to determine if the executive search methodology will yield
an adequate field of suspects. Pre-engagement research will determine if
there are an adequate number of identifiable candidates in the given
agreed upon geographic area or if specifications need to be broadened or
geography expanded. Sometimes compensation constraints and geographic
limitations will not yield an adequate number of candidates.
Position Specification
Next, a document is drafted that outlines the position specifications.
This document will be referred to constantly during the research and
recruitment phases of the search to assure only proper candidates are
generated and pursued. The Position Specification includes:
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Position Location
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Reporting
Relationships
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Generic Client
Company Description
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Prerequisites of
the Position
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Must Haves
-
Should Haves
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Nice to Have
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Soft Skills
Description
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Responsibilities
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Availability
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Compensation –
only used to gauge candidate suitability – not shared with
candidates
Cultural Definition
Next, a series of focus groups are convened to define the culture of the
company, cultural fit of the position, cultural skills needed for the
position, and position competency definition.
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An Expert Panel of
stakeholders will define the competencies and cultural fit
parameters of the position.
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A series of two or
three focus groups composed of peers, superiors, and subordinates
are conducted to validate the findings of the Expert Panel and to
uncover additional competencies and cultural attributes the
candidate must have.
-
Cultural
Definitions are added to the Position Specification.
Research Methodology
Next a cache of suspects is developed through a number of methodologies
that leads to the identification of between 100 to 150 pre-candidates
whose backgrounds should closely match the position specification given
the company for whom they work, their current title, any certifications
that may be required.
This includes, but is not limited to:
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Industry Research
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List Generation
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Networking
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Referrals
Recruiting Methodology
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Telephone
interviews are used to pre-screen suspects to see if they meet
candidate qualifications.
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Candidate interest
is gauged
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Resume or work
history is obtained from the candidate
Qualification
Background analysis of each candidate
Credential Evaluation
Candidate Summary presented to the client with from 15 to 25
pre-screened, pre-qualified, and credential verified candidates for the
client’s ranking.
Interview
Client ranks the candidates as pursue, hold in reserve, and do not
pursue.
Candidates in the pursue ranking and perhaps in the reserve ranking are
interviewed in person.
A
minimum of two to a maximum of three final candidates are presented for
the client’s interview.
Client Interview
For each of the finalist candidates, the client is presented with:
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Dossier on the
candidate
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Consultants
Interview Report
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Confirmation of
credentials and certifications.
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Consultant
schedules interview times for the candidates and arranges logistics
for the meeting.
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Debriefs both
client and candidate after the interviews.
References
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Three to six
peers, subordinates, and superiors are interviewed by the consultant
-
Reference reports
are prepared for each of the references for the clients use.
Optional Background Checks
With candidate permission, additional background checks are available
including:
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Credit Check
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Driving Record
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Arrest Record
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Complete
Employment Verification
Simulation
As a final checkpoint before the offer is extended, a position
simulation is conducted on site using superiors, peers, and subordinates
from your company. The intent is to:
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Show the candidate
under real life situations with the people with he or she will be
working with in the future.
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While keeping
expectations realistic, the timeframe is sped up to both achieve a
wide experience for candidate, peers, subordinates, and superiors to
assess suitability and to show how the candidate operates under
stress.
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In stressful
situations, candidates resort to their inherit operational mode.
Offer
An offer is drafted between the client and the consultant.
The consultant proposes the offer to the candidate over the telephone to
check suitability before a written offer is extended.
Consultant delivers written offer for the candidate’s signature.
Consultant counsels candidate on transition issues
Quarterly Follow Up
The consultant follows up with both the new employee and the client on a
quarterly basis to assure the candidate has been assimilated into the
position and is meeting the client expectation. The consultant can coach
the new employee through issues and assure there is a proper match.
Guarantee
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There is a one
year successful employment guarantee.
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If the
consultant fails to uncover information about the candidate that
causes the client to terminate the candidate or
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if the
consultant fails to explain pertinent information about the
client, the company, the position, or the location that causes
the candidate to leave, the consultant will conduct a new search
free of charge and will only bill expenses.
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There is a
lifetime hands-off on the candidate
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There is a three
year hands off (starting form the time the client/consultant
relationship terminates) with the entire enterprise.
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