How Do We Conduct An Executive Search?
During
our initial interview with client
executives who have an upper reporting
relation with the position to be filled, we develop a Search
Outline which
describes the basic responsibilities and competencys of the
position, 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; market status; objectives, competency
profiles when available, critical challenges, personalities
involved, etc. The Search Outline serves as a guide in determining
who 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
outstanding individuals with the desired qualities are
usually not actively looking for a job,
they must be
sought out and contacted. Generally, advertising provides a smaller,
but usefull percentage of quality candidates. Accordingly, it is
our practice to Research
appropriate companies in the industry, and to 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, who will also be evaluated by
us. We request that prospects from
all sources be
brought to our attention or referred to us to avoid duplication of
effort and enable us to conduct simultaneous evaluations of all
prospects. Our primary function is therefore to Research, Contact,
Motivate, Evaluate, Select, Recruit ,
and then Recommend
only
highly qualified finalists.
Once
we have evaluated the potential candidates, we present only the top
qualified individuals to the client for interview, each with a
comprehensive
Executive Profile
dossier,
to assist the client in arriving at a well informed hiring
decision. Normally, the client follows up the initial meetings with
additional interviews to select the individual who best satisfies
the needs of the position. The final selection of the individual
and the offer of employment are always made by you. We are prepared
to assist, as required, however in establishing the terms of
employment.
In
depth, probing, Reference Checks are
performed on the candidate the client has expressed interest in
hiring. These references and evaluations are combined to provide
frank, objective appraisals for the client. 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. Not just the
references the candidate has provided. 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.
Our Guarantee:
We do not consider a search assigment completed until a candidate has been hired and has
performed satisfactorily in his or her new position. As part of our commitment, we will conduct a replacement search for any candidate who does not perform satisfactorily for one full year of employment , at no additional fee charge.ed executive search, retained executive searchfirms, latin american search firms, business contacts in Guatemala, human resources,headhunters, personel recruitment, international executive search, international searchfirms, international headhunters, top executive search firms, recruiters