Higher Education Executive Search Process
The firm utilizes a White Paper Analysis approach to executive search, allowing for our clients to convey all the key elements possible that are often not noted in any job description. Prior to starting a search, clients confirm the accuracy of the White Paper. Changes are expected to be made through the life-cycle of every search. This will be a benchmark and considered a Living Document used in scheduled meetings.
25 Step Executive Search And Selection Process
1.) Obtain complete job order including how we can attract candidates from client’s number one competition…Part of the White Paper Analysis.
2.) Obtain profile of ideal candidates, providing the option of personality profiling of client’s top performing employees. This composite personality profile may be used for screening candidates. Part of the White Paper Analysis.
3.) Consult client on industry compensation standards of what competitors’ compensation profiles are. Part of the White Paper Analysis.
4.) Assemble the project team and brief project manager on assignment. Conduct research of marketplace to include client’s direct and indirect competitors. Determine additional companies that employ candidates with desirable skill sets.
5.) Compile list of targeted companies and candidates. Review and revise this list with client. In-depth telephone interview with candidates to ascertain three things. -Do they have appropriate background? -Are they willing to change jobs for the right opportunity? -What is motivating them to consider a change?
6.) Determine if the candidate’s career goals will be satisfied by the client’s opportunity (hot buttons).
7.) If desired, conduct a face-to-face interview or video teleconferencing for qualified candidates.
8.) Present to client shorter list of qualified candidates.
9.) Submit resumes to client and discuss results of in-depth candidate interviews.
10.) Arrange first face-to-face or video teleconferencing interviews with client.
11.) Prepare candidate for first interview including company’s or hiring authority’s interests.
12.) Prepare client for first interview including candidate’s hot buttons.
13.) Debrief candidate.
14.) Debrief client. Professionally release any candidate the client does not wish to pursue.
15.) Provide results of in-depth reference checking to client.
16.) Arrange second interview and discuss concerns.
17.) Debrief candidate and client.
18.) Verify earnings and negotiate package to be offered to ensure satisfaction on both parts.
19.) If desired, provide educational verification, credit history, motor vehicle records, drug testing, etc.
20.) If desired, transmit verbal offer to candidate and relay acceptance of offer to client.
21.) Consult with candidate around resignation and counter-offer.
22.) Confirm start date. Candidate will confirm in writing.
23.) Remain in contact with candidate and client through start date and initial phase of employment.
24.) Verify with client that project was successfully completed.
25.) Request from the client that they provide a reference letter and be considered a source of reference in the future.