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Step 4: Sourcing & Interviewing
Our research produces a list of potentially qualified individuals who are contacted usually by telephone, evaluated, and --- if appropriate --- met in person. At this stage, each potential candidate is assessed using not only the criteria from the Final Draft, Position Narrative, but also by the cumulative data garnered from on site client meetings. This is clearly where the “chemistry check” takes place.
“As there are many places to post your executive job opening in strategic journals and on online employment sites, most companies choose to do this as standard procedure. Then they wait for the right candidates to respond. This can be a risky approach and take a long time to find the right candidate if your ads are not readily viewed by the appropriate parties.
Outside consultants operate differently. They don't wait for the phone to ring. They discretely approach prospective candidates seeking to develop interest in the open position. They informally interview leaders in the profession to test their "happiness quotient" and ask their advice on who might be likely candidates for the open position. They will then interview the candidate.
Only those candidates who most closely fit the client's requirements and have an interest in the opportunity are presented to the client, who will further determine the candidate's qualifications and cultural fit within the organization. We spend at least two hours with each candidate so we can completely understand the individual’s cumulative experience and motivation for seeking a change. We then provide the client with detailed profiles on each candidate's background.”
Outside consultants operate differently. They don't wait for the phone to ring. They discretely approach prospective candidates seeking to develop interest in the open position. They informally interview leaders in the profession to test their "happiness quotient" and ask their advice on who might be likely candidates for the open position. They will then interview the candidate.
Only those candidates who most closely fit the client's requirements and have an interest in the opportunity are presented to the client, who will further determine the candidate's qualifications and cultural fit within the organization. We spend at least two hours with each candidate so we can completely understand the individual’s cumulative experience and motivation for seeking a change. We then provide the client with detailed profiles on each candidate's background.”
Excerpts from Shulman Associates' article in Employment Relations Today. To read completed article, visit: “When to Use an Executive Search Firm and How to Get the Most Out of the Relationship”.
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All Contents © Copyright 2007 (except where noted) Shulman Associates, San Francisco, CA. All Rights Reserved.
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All Contents © Copyright 2007 (except where noted) Shulman Associates, San Francisco, CA. All Rights Reserved.
Web Design: Ockfen & Assoc, Tacoma WA