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| Corporate Brochure |
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| Click Here to obtain an electronic copy of our corporate brochure. |
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| EXECUTIVE SEARCH PROCESS |
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1. Organizational Assessment
We begin every search by meeting with the client and key stakeholders including management team members and board advisors to get a thorough understanding of our mandate. During this meeting, we conduct and in-depth assessment to get an understanding of organizational structure, gaps in performance, stakeholder interests and other business issues. Any existing client documentation such as a company profile and position description (including compensation information) are reviewed. Key success factors for the role are identified and a candidate “fit” profile is developed including requisite professional experience, leadership skills, education and personal characteristics.
2. Search Strategy Development
We draft a detailed Project Plan outlining key objectives, activities and timelines for the search. To help us develop a search strategy, we work with the client to develop an Executive Job Profile consisting of three elements: The Company Profile, Position Profile and Compensation Plan. An Opportunity Profile (a blind position description) is also prepared, describing the opportunity in detail for prospective can¬didates. Once the Project Plan, Executive Job Profile and Opportunity Profile are reviewed and approved by the client, we begin to deploy our search strategy.
3. Market Research
We conduct a thorough analysis of the marketplace, identifying companies we want to target for talent. Research tools and resources include: our proprietary database Mandrake*Intel; previously conducted market analysis; online professional networks including LinkedIn; and the executive search partner’s own personal networks and contacts. We create an industry- and function-wide “talent map” of target individuals that make up the long list of high-potential candidates, sometimes reaching over 100.
4. Executive Recruitment
The executive search partner will begin personally recruiting and qualifying potential targets and deter¬mine whether they are suitable candidates for the role. We continually recruit in the marketplace while meeting with candidates in the interview stage.
5. Candidate Interview and Assessment
Select candidates are brought in for an interview. Details of the role are discussed and we explore the candidate’s professional experience, accomplishments, competencies and interest in the opportunity. Various assessment tools and processes are used to evaluate talent including behavioural interviewing, psychometric testing and background checking to verify academic qualifications, executive career his¬tory and credit/ criminal checks as required. A Comparative Skills Map is presented to the client, profil¬ing the short list of no more than ten candidates.
6. Client Hiring and Selection
We work with the client hiring team to further reduce the candidate shortlist to 3-5 potential executives. We then co-ordinate interviews between the candidates and client hiring team, providing feedback to both parties throughout the process. It’s typical for preferred candidates to meet a number of executive team and board members during this stage.
7. Reference Checking
Background checks on short-listed candidates were done in the interview and assessment stage. Follow¬ing the selection of a preferred candidate, formal reference checks will be conducted with their manag¬ers, peers and subordinates.
8. Job Offer and Negotiation
We carefully consider the candidate’s compensation and benefits expectations and prepare a written recommendation for the client. Following the approval of a job offer, we will review the offer with the candidate to gauge their receptivity. When the candidate is prepared to accept the offer, a meeting is scheduled to present the offer in person to the candidate. At the request of the client, the executive search partner will manage the presentation of the offer to the candidate.
9. Executive Onboarding
We provide both the client and hired executive with a package that outlines best practices for executive onboarding. This ensures a smooth transition into the new role and organization.
10. Project Review
We continue to maintain close ties with the client and the hired executive to ensure long term satisfac¬tion for both parties. Written Project Reviews are submitted for your information and records.
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