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How Do We Conduct An Executive Search?
We require that any prospect developed through your own means be brought to our attention or referred to us to avoid duplication of effort and enable us to conduct simultaneous evaluations of all prospects.
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[Home] [About Us] [How We Conduct An Executive Search] [Our Clients] [Our Fees] [Contact Us] R.V. Bertrand Consultants 5 AV. 15-45 Zona 10 Centro Empresarial Torre 2, 8th Floor Telephones in Guatemala: (502) 2333-7191 (502) 2333-5327 (502) 2333-5328 Fax in Guatemala: (502) 2333-7190 E-Mail: executives@searchlatinamerica.com
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During
our initial interview with client executives who have a direct
interest in, or relation with the position to be filled, we
develop a Search Outline which describes the basic
responsibilities of the title, compensation, the reporting
relationships, and the education and experience requisites to
satisfy performance in the position. These indispensable and
preferred specifications are then confirmed in writing with all
your people who will be deciding on the candidates to be hired.
In addition, we obtain information concerning the client
organization; Its history, objectives, competency
profiles when available, critical problems, personalities
involved, etc. The Search Outline serves as a guide in
determining whom we would contact during the course of our search.
Once
we have developed the specifications for the position, we will
search the field to locate persons with closely matching
qualifications. Since individuals with the desired
qualities are usually not actively looking for a job, they must be
sought out and brought to management attention. Generally,
advertising provides a smaller but useful percentage of acceptable
candidates in this area. Accordingly, it is our practice to
RESEARCH appropriate companies in the industry, and use a direct
approach in locating individuals who meet the position
specifications and who have established patterns of accomplishment
and success in positions which closely approximate the position to
be filled. This process is designed to yield several
qualified candidates to compare and evaluate competitively against
each other and with any possible candidates from within your
company.
Candidates
are thoroughly interviewed to obtain a realistic comprehension and
understanding of their accomplishments, capabilities and
potential. The candidates are also evaluated to
determine their strengths and limitations. In
conducting reference checks, it is our practice to speak directly
with individuals who are, or have been, in positions to evaluate
the candidate's performance on the job. We rely, therefore,
on the objective information provided us by those individuals and
verify other information such as university degrees, financial
stability and moral character. Reference checks are
performed on candidates the client has interviewed and expressed
interest in hiring. These references and evaluations are
combined to provide frank, objective appraisals for the client.
Once
we have evaluated the potential candidates, we present only
qualified individuals to the client for interview. Normally,
a client follows up the initial meeting with additional interviews
to select the individual who best satisfies the needs of the
position. After the initial interview, we provide the client
with additional information such as personality profile, test
results, comments made in our interviews and other information to
assist the client in arriving at a well informed decision.
The final selection of the individual and the offer of employment
are always made by you. We are prepared to assist, as
required, in establishing the terms of employment.
We
do not consider a search assignment completed until a candidate
has been hired and has performed satisfactorily in his new
position. As part of our commitment, we will conduct a
replacement search for any candidates who do not perform
satisfactorily within the first year of employment at no
additional fee. 
