Executive Search Process

OUR EXECUTIVE SEARCH PROCESS

Our executive search process begins with an on-site meeting so we can get to know you. We want to know your company’s culture – its style, personality, structure, work environment, philosophies and strategies. We want to understand the specific requirements, responsibilities and expectations of the position. Although we tailor the search process for this unique assignment, it generally consists of these stages:

Developing the Search Profile

We use information obtained from our discussions to develop a Search Profile that describes your organization and outlines the reporting structure and the responsibilities of the position. We describe the required experience and education of the ideal candidate and address the personal characteristics that enable people to flourish within the culture of your organization. Once you approve this search profile, it is provided to potential candidates where it is used to develop their interest and evaluate their qualifications.

Targeting Potential Candidates

Using the Search Profile as a guide, we develop a list of industries and organizations where we expect to find qualified candidates. We use industry contacts and direct networking to identify potential candidates in these targeted organizations. We also contact people in our proprietary database and utilize published and internet resources to add to this list of potential candidates. This wide variety of contacts ensures that the final panel of candidates comes from the broadest possible pool of qualified individuals.

Developing Candidates

In the initial executive search process, telephone and email are used to approach potential candidates. When interest is shown, a telephone interview focused on their career and accomplishments results in narrowing this to a list of prospects.  A second, more in-depth telephone interview identifies those that have the required experience and personal qualities.  These become our long-list of candidates, who we discuss with our client and determine the most appropriate ones to pursue.  We then conduct an extensive face-to-face interview with these prospects to assess how their business experience, core competencies, and ability to assimilate into your culture, as well as their personal and career goals, match the opportunity. The top 2-4 are our short-list of candidates and are presented as our recommendation for your consideration. This presentation includes the results of our assessment tools which measure how well the individuals’ fit into your organization.

Presenting Candidates

Candidates who fit all the requirements make our short list and are presented to you. Our presentation includes a detailed summary of their work experience and technical knowledge, as well as personal motivation and other concerns or interests that may impact their performance. We provide insight into their communications skills, management style and personality profile, as well as their strengths and gaps when compared with the Search Profile.

Reporting Progress

Communication between us is critical to the success of the search. We will discuss our progress with you on a regular basis, sharing knowledge about what we are finding in our efforts. We will provide you a preliminary assessment of the candidates we are qualifying, enabling you to confirm that we are on target.

Coordinating Client/Candidate Meetings

We will manage the entire search process and make the arrangements for your meeting with the candidates, including arranging travel and accommodations, if you wish. As we work closely with the candidate in doing this, we are continuing to develop a close relationship, placing us in a position of obtaining accurate, candid feedback.

Checking References

References are validated throughout the process. Professional contacts, as well as verification of education and employment history, will be provided to you in written format on the final candidates.

Negotiating

We will assist you in structuring a competitive offer to provide incentive to the candidate, yet stay within the framework of your compensation system. The relationship that we have developed with the candidate will place us in a position to act as a counsel to both you and the candidate on any particularly sensitive issues, as well as to understand candidate expectations.

Onboarding

The initial 100 days are critical to the candidate’s successful integration into your organization. We are prepared to assist with this process using online tools that are easy to use, and provide valuable guidance to your new employee. Our personal contact with this individual during this time places us in a position to support their successful assimilation into your organization.

Maintaining Contact

Once on board, we will remain in contact with the new employee and also stay in touch with the hiring executive to ensure a successful transition. We are committed to long-term satisfaction for both parties.

Executive Search Process Stages

Developing the Search Profile
Targeting Potential Candidates
Developing Candidates
Presenting Candidates
Reporting Progress
Coordinating Client/Candidate Meetings
Checking References
Negotiating
Onboarding
Maintaining Contact

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Executive Search Process - AESC

Members of AESC

Since 1959, AESC has set the standard for quality and ethics in executive search process and leadership consulting worldwide. Because AESC members must commit and adhere to the AESC’s industry and government recognized Code of Ethics and Professional Practice Guidelines, client organizations worldwide can be assured that AESC members are able to serve as trusted advisors for their most important engagements.

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Members of ICF

Professional Coach Thomas Leonard started ICF in 1995 as a nonprofit organization for fellow coaches to support each other and grow the profession. ICF created Core Competencies and built a Code of Ethics, setting the standard in the coaching field.

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Executive Search Process

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