Once there is an agreement in place between our firm and your Company, our consultants follow the general process described below. Also embedded in our proprietary process is a detailed 32-step process that we teach our consultants in our rigorous training programs.
Understanding Client Needs . . . This is the most essential phase of the search engagement. However, often times, we find that this is the root cause of failed searches. Although needs and requirements may sometimes change during the course of a search engagement, unless there is a clear mutual understanding or anchor point established up front, the search process and results may be compromised. It is critical that our office understand your company's culture so that they can ensure that their candidates represent the right "cultural fit." Furthermore,it is important to establish a comprehensive understanding so that Kirk Johnson Executive Search can conduct the search efficiently and effectively. It is important that the search firm be perceived by candidates as being well informed and professional since this indirectly reflects on the company as well.
Engagement . . . Once there is a clear understanding of your needs/requirements, our Owner will send you an engagement agreement. Since our office is locally owned and managed, our Owner has the flexibility and authority to negotiate whatever terms and fee structure that is mutually agreeable.
Position Profile . . . Based on the Client’s needs and requirements a comprehensive Position Profile is created so that the following key objectives are met: accurately reflect the client’s requirements, ensure that the candidate compares his/her background and experience to the responsibilities and requirements described by the client, and provide compelling information to prospective candidates regarding the uniqueness of the position as well as the company’s “sizzle”.
Candidate Identification . . . Our search team conducts a planning meeting based on your specific search. It is important that the entire team understand the position requirements, company culture, etc. so that it can develop an effective "game plan." The mechanics for identifying candidates, as well as databases or information sources to be utilized are critical elements of this plan. Our office utilizes its own proprietary databases, as well as the Internet and other state of the art tools and technologies, during this initial phase. However, most often the best candidates come from the extensive network of contacts our Owner has established within specific industry sub-segments. Referrals from colleagues within their industry are the best source of qualified candidates. These are usually employees who are highly regarded and are doing a good job - - and usually are not actively searching Internet job websites nor are they constantly looking externally for their next job. Depending on the specific job, the office may contact literally hundreds of candidates before identifying a suitable quantity of applicants for pre-qualification.
Interview Process and Debriefing . . . Prior to presenting candidates to clients, our search consultants do their best to determine not only if the candidate is a good match for the opportunity, but also the candidate’s motivation for making a change and if the candidate is genuinely interested in the opportunity. After our office presents the candidate to the client for consideration, we believe in "sweating the details" with regard to the candidate trip, logistics and other related details before, during and after client-candidate interviews. We are trained to sense any “red flags” that might occur during the candidate recruitment process and, not only inform clients of such issues, but work with client and candidate (if possible) to resolve them expeditiously.
Reference and Background Checks . . . Our office establishes with each client the defined process with respect to the details and timing required for reference and background checks. Our office is generally able to assist you in ensuring that such checks are done prior to the candidate starting employment.
Test and Present Offer . . . After many weeks of hard work, it is imperative that the Client and search firm work together to ensure the offer is presented effectively as well as having proper contingency plans and clearly defining the next steps.
Resignation Consultation . . . Resignation can be a very stressful and harrowing experience for candidates. It is important that an executive coach work with the candidate during this delicate period, especially since current employer counter-offers are commonplace.
Post-Placement Follow Up . . . Prior to the candidate’s start date, during the early phase of employment, and for months after the candidate’s date of hire, it is prudent to follow-up with both the Client and the placed candidate to ensure that things are progressing satisfactorily. It is important that an effective on-boarding program be established with the client and that if any “issues” surface, that they be dealt with swiftly.