THE TEN STEP PROCESS OF OUR EXECUTIVE
SEARCH SERVICES
We know that no two searches are
alike and tailor our efforts accordingly through a systematic
approach. These are the 10 basic steps applied to all assignments:
1: Define client's needs
Before beginning a search, we develop or update knowledge of the client, its
business objectives, and its industry. With the client, we define precisely
the position and the necessary personal qualities, professional skills,
and experience level.
2: Develop position specifications
Based on the information developed, we prepare a position specification that
is reviewed and approved by the client. The document contains the detailed
criteria against which each candidate is measured. Where appropriate, we
also can include diversity target objectives. And, when requested, we can
perform assessments of internal candidates as part of the process.
3: Conduct research
With the client, we prepare a research strategy and a plan to identify possible
candidates. This uses our computer databases, professional research, and
our network of contacts (sourcing). In combination, all these sources lead
to qualified candidates.
4: Identify candidates
We examine the research information as it develops and contact potential candidates.
Candidates who appear qualified and express interest are then interviewed
in depth. A valuable by-product of this process can be an evaluation of
how the client is perceived by others in its industry.
5: Evaluate candidates
From among the candidates interviewed, we select those few best qualified.
This requires assessing the intangibles, such as chemistry and management
style, as well as evaluating quantitive and qualitative credentials. Our
experience is crucial in this selection process.
6: Present candidates
We prepare a written report on each of the selected candidates for the client.
This report contains both factual information and our assessment of qualifications,
experiences, achievements and personal fit with the client.
7: Make selection
After discussing the candidates with the client, we arrange for the client
to meet them and assist the client in making the final selection.
8: Negotiate with executive
We usually participate in employment negotiations with the selected candidate.
As a third party with considerable experience in such situations, we are
often the catalyst for bringing about final agreement on the terms of the
offer.
9: Check references
An employment offer is usually contingent upon satisfactory reference checks,
which are made by us when appropriate. Our experience indicates people
asked for references respond more candidly to us than to prospective employers.
As a result, we can give the client an evaluation of the candidate.
10: Follow - up
We follow up to ensure that the new executive is performing well and that the
client continues to be satisfied with the results of our work. We also
stay in contact with the new executive to help ensure a smooth adjustment
to the new situation.
Hörnliweg
3 - CH-8806 Bäch - Phone +41 (0)44 784 09 82 - Mobile +41 (0)78 777 56 45
coppetti@coppettipartner.ch - www.coppettipartner.ch
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