Assess client needs and develop tailored search blueprint

Each assignment begins with an initial briefing from the client during which the key parameters of the search are agreed and documented.

Consultants then carry out an assignment study which usually involves visiting the client’s offices and meeting with key executives to discuss the business environment, culture, priorities and any other issues that may affect the position.

We draft and submit a position and candidate specification for the client to approve. The document describes in detail the company, the role, responsibilities, goals and key challenges of the position. It also summarizes the experience, qualifications and competencies required for success. These key competencies (a unique combination of proven skills, knowledge, abilities and attitudes) form the basis of our assessment of potential candidates throughout the search process.

Identify target institutions and potential candidates

Having defined the key selection criteria with the client, we continue our targeted research into companies and sectors to find those best qualified for the role. Using our proprietary database and personal contacts we speak to sources familiar with those companies and industries to seek informal views and opinions on individuals we believe may be relevant and qualified.

Attract and evaluate prospects

On the basis of our research, we approach potential candidates on an informed basis. Once we determine that an individual is both qualified and interested in the role, we meet in person for further evaluation.

Before presenting any candidate to the client, we conduct a rigorous competency-based interview. Each candidate is assessed and validated against the position specification and a report and recommendation are prepared for the client with our assessment of each candidate’s fit against the specification.

Present candidates in client interviews

Based on in-depth analysis and appraisal against the position specification, we present most qualified candidates to the client.

We continue to seek informal external views on each candidate, in order to confirm and enhance our knowledge of the candidate’s achievements and track record. We also verify each candidate’s academic qualifications.

After the client has selected their preferred candidate, our consultants conduct thorough referencing to further measure and assess competencies, strengths and weaknesses, and to provide our client with external views of the individual.

Complete the search and post-search follow-up

When an offer is made to a candidate, our consultants are available to participate in any negotiations. Unsuccessful candidates are promptly and courteously informed.

Finally — and this is unique among search firms — we conduct a detailed client satisfaction survey (CSS) after every search assignment. Using trained CSS interviewers, we actively seek feedback from our clients, identifying any issues from which we can learn in order to improve the quality of our service in the future.

We retain an interest in the executives we have helped to recruit well after they have taken up their new positions. We make ourselves available to the client and placement to help with integration in whatever way we can.