|
- Discuss reason for job opening (turnover, internal promotion, growth, etc.)
- Review job function and ideal-candidate qualifications
- Evaluate organizational structure
- Discuss compensation and benefits, including relocation allowance
- Review the department’s significant long- and short-term challenges
- Discuss organizational climate in order to determine the best fit
- Review the Pemberton Swift process, as well as discuss the working relationship and expectations for both parties
- Complete form regarding common candidate questions and gather relevant marketing materials that may be useful in the search, including annual reports
- Discuss and deliver retained search agreement
- Review intake notes and any relevant client information with the Pemberton Swift team
- Brainstorm potential candidates and/or existing contacts that may be aware of leads; create a preliminary list
- Evaluate internal resources such as Pemberton Swift’s existing database and previous search results for potential candidates
- Identify and research similar companies based on business sector, size and geography to generate names and contact information on professionals in similar positions
- Identify any M&A activity useful to the search and pinpoint candidates from those organizations
- Structure prospect list to include candidate names, titles, and contact information organized in descending order of qualification
- Strategize the best approach for marketing the opportunity and develop candidate packets that include job description, company overview/history, annual reports, and relocation information
- Submit candidate list to client for approval and revise as necessary
- Contact candidates; discuss the opportunity and the company when appropriate; schedule follow-up phone screens for those who would like to move forward with the process; generate new leads from those uninterested and update contact records to include notes from conversations
- Send information packets to interested candidates
- Conduct phone interviews with interested candidates and record thorough notes
- Provide client with weekly status report
- Create interview outline and submit for client approval; edit as necessary
- Schedule face-to-face interviews with candidates selected from preliminary phone interviews
- Conduct in-depth interviews and document conversations
- Schedule client meeting to discuss serious candidates
- Provide finalist recommendations, which includes written profiles detailing candidate strengths and weaknesses
- Develop interview format with the client and prepare the client for interviews
- Schedule and prepare candidates for client interviews
- Mediate the first round of interviews
- Follow up with both the client and candidates to extract feedback
- Select finalists and schedule a second round of interviews
- Meet with the client’s decision makers and select finalist and runner up
Ready to discover how our strategic process can find the right person for your company? Contact Pemberton Swift today via our convenient online form, or call 207.775.1772.
|
