• 360 degree review– Meet the subordinates, peers, direct manager and supervising HR manager. For assignments with customer contact, meet with sampling of customers if appropriate.
• Environmental assessment– Visit the worksite...factory or office.
• Responsibilities and capabilities– Understand the responsibilities and the required skill set, work experience and personal qualities necessary to fulfill the assigned responsibilities.
• Compensation– Define the full compensation package: salary, bonus, perks, general company benefits, relocation, etc.
• Search parameters– Level of confidentiality, timetable, reporting preferences, testing, target companies, etc.

Deliverables: Comprehensive position description, confirmed search guidelines, general timetable, reporting preferences.

• Source Candidates– Personal and third-party research to identify a large number of potential Candidates.
• Candidate refinement– Three-step process to screen Candidates:
  • Resumé reviews to reduce the number of Candidates
  • In-depth phone interviews to further reduce the number of Candidates
  • Follow-up phone interviews and/or video conferencing to identify Candidates for personal interviews
• Educational confirmation– Confirm educational credentials of selected Candidates.

Deliverables: Four to six qualified Candidates. Summary report describing process to date and identifying Candidates-to-date

• One or more face-to-face interviews with each of the selected Candidates to cover all of the following:
  • Skill set confirmation
  • Personality evaluation
  • Cultural fit
  • Integrity assessment
  • Performance under stress
  • Standardized testing (if desired by Client)
  • Presentation/communication skills
  • Written skills
  • Credit worthiness
  • Relocation issues
  • Family stability

Deliverables: Three to four Candidates suitable for Client interview. Comprehensive report on each Candidate and summary reports on second tier of Candidates with reasons for rejections. Assurance that all Candidates have been kept up-to-speed on the search.

Client interviews at Client’s place of business. Perspective to coordinate:

• Candidate travel
• Interview schedule
• Follow-up assessments with Client and Candidates
• Second interview for preferred Candidate(s)

Deliverables: Identification of the preferred Candidate.

• Completion of Candidate reference checks with written summary to Client.
• Work with Client to assemble complete compensation package.
• Presentation of package to Candidate and negotiations on behalf of Client to deliver preferred Candidate.
• Coordination of spouse site visit if necessary.

Deliverables: The right Candidate.

• Follow-up with both the Client and the Candidate every ninety days for the first year of employment.