The Focus Group:
Executive Search Process
I. Identifying the Position’s Required Competencies and Developing a
Position Specifications Document
- Reviewing any relevant organizational literature– Business strategy, mission/vision/value statements, company marketing materials, etc.
- Participating in a pre-search conference to verify the position’s required competencies and other relevant information such as acceptable hiring salary, benefit package, relocation policy, recruiting timeline, etc.
- Creating and obtaining client approval on a Position Specifications Document.
II. Sourcing Assessing and Referring Qualified Candidates:
- Developing a Search Plan including the utilization of multiple sourcing methodologies, targeted resources, and networks:
- Networking to identify candidates who may or may not be seeking a job change.
- Directly sourcing candidates from competitors and/or similar industry organizations.
- Contacting knowledgeable referral sources.
- Accessing advertising resources such as trade journals and internet sites.
- Identifying and evaluating qualified candidates via:
- Telephone interview pre-screening.
- Conducting extensive in-depth interviews with viable candidates.
- Conducting reference checks and a background investigation by:
- Contacting former supervisors, peers, and direct reports.
- Verifying educational credentials
- Conducting credit and other background checks as needed
- Presenting qualified candidates – typically three (3) – by discussing the candidates’ qualifications with the client and presenting resumes, interview notes, and the references report.
- Assisting in salary negotiation and obtaining the candidate’s acceptance of the offer by functioning as an intermediary.
- Maintaining post-employment contact with the client and candidate regarding the candidate’s job performance and acclimation to the company.