25 Step Executive Search and Selection Process
- Secure a signed fee agreement for contingency, exclusive, or retained search.
- Obtain a complete job order including how we can attract candidates from our client's competition.
- Obtain the profile of the ideal candidate to help us screen candidates.
- Advise client of industry compensation standards and what their competitor's compensation standards are.
- Assemble project staff as needed and conduct marketplace research to uncover competitors and other companies with desirable skills.
- Compile a list of target companies, review and revise with client.
- Conduct at clients request and expense, face to face or videoconference interviews with qualified candidates.
- Present short list of qualified candidates for client's review.
- Submit resume and executive overviews matching specific client requirements to candidate's qualifications.
- Arrange interviews with client.
- Prepare candidates for the interview including company information.
- Submit reference check recap and education verification.
- Prepare client with candidate's hot buttons.
- Debrief candidate.
- Debrief client with candidate feedback or concerns.
- Arrange final interviews and "close" candidates.
- Debrief candidates and client.
- Negotiate with finalist for the client.
- Conduct additional background checks, at client's expense, as needed which generally takes 2-5 days. Customary expenses are: credit history ($50), motor vehicle records ($50-5 days), wants and warrants check ($40 –3 days).
- Communicate verbal offer to candidate and relay acceptance to client – 48 hours.
- Advise candidate on resignation and counter offers.
- Review written offer and verify start date.
- Stay in touch with candidate.
- Prepare invoice information so invoice arrives on or before the employee's start date.
- Verify with client that he or she is happy with new employee.