Fact-finding & Profile Development		Our normal process upon receiving a search engagement is to initiate a fact-finding meeting. Our goal for this meeting is to develop an understanding of the key elements for success in the role for which we are recruiting. The fact-finding meeting involves meeting with the people the client deems integral to the search process. During this meeting, we gather detailed information concerning the client's organization, its mission, culture and values. Additionally, we discuss organization structure, reporting relationships, key accountabilities and qualifications such as technical, managerial and leadership requirements. Compensation and benefit information is also discussed. A draft "position profile" is then developed and provided to the client for review and changes. The approved profile is used as the primary tool to assist us in the recruitment and evaluation of candidates.
Contact of Sources and Potential Candidates		Upon approval of the position profile by the client, we begin the process of contacting both sources of candidates and potential candidates. When people are identified that best fit the position profile, we arrange to do in-depth interviews, either in a personal meeting if the candidate is local, or by telephone if not. We use a structured interview to assure the integrity and reliability of the interviewing process. Through this process, we qualify the top candidates for presentation to the client.
Formal Presentation of Candidates		A "presentation of candidates" meeting is scheduled with the client. We provide a presentation memo that gives a summary of our activities to date, a target list of our sources for candidates, a brief search assessment and a profile of each candidate. The candidate profile includes information on the candidate's education, employment history, professional activities and our impressions of the candidate. We review each candidate with the client, and facilitate a discussion that typically leads to a "short list" of candidates to be invited to interview with the client.
Client Interviews		After the "short list" of candidates is identified, we work with the client to schedule candidate interviews. Throughout the interview process, we continue to work with the candidates to provide feedback to the client in terms of candidate reaction to the interviews, compensation matters and other important elements.
Reference Checking		Our initial reference checking is primarily to verify educational degrees and dates of employment. At the point one or more candidates are identified as final candidates, we conduct more extensive reference checking. This consists of speaking directly with associates, former managers and others who can verify performance results, leadership style and other factors to help predict performance in the position to be filled. We do this in a manner that maintains confidentiality for candidates who are recruited and currently employed.
Offer, Negotiation and Acceptance		The client typically presents the employment offer, but in some situations we may handle this phase of the process. Under any circumstance, as a representative of the client, we carefully prepare the candidate for an offer, seeking to determine what objections there are, if any, to the elements of the offer. We also counsel the individual regarding termination of his/her current employment.