We consider employers our most fundamental partners throughout the entire search process. Moreover, affirming each other’s offerings and expectations in the beginning will bear most fruit at the end. The following details how important our clients are in this process and how you can help us succeed for you.

It’s important to fully recognize how valuable a commodity we are searching for. The value a rare candidate offers by way of specialized knowledge and industry experience can turn around a struggling division, skyrocket revenues, save money and/or catapult net profits. Talented individuals grow companies. Moreover, they understand the importance of the value they offer.

Ironically, during the process of a search, these impressive candidates often lose interest and fall out of contention. As an employer, you have an important role to play in the search process which often serves to  prevent such fall-offs.

Beginning the Search – The most crucial element

“The results you achieve will be in direct proportion to the effort you apply” – Denis Waitley

Initiating a search begins with understanding your business. Our smoothest and most successful searches are those in which we receive the best and most elaborate details from the direct manager in charge of the open position. We expect to be able to have initial contact with this particular hiring authority because only this person can tell us exactly what we need to know. Due to our extensive experience, we will not initiate a search until we speak with the position’s direct manager.

More than 50% of the likelihood of our success on any particular search will depend on the effort put in by the employer on the first day. A detailed company and job description along with information about corporate culture, daily rituals, management styles, and other facts will be the roadmap to our candidate. The more detailed the roadmap, the easier our directions.

Sourcing strong industry candidates from the market who are not actively searching for alternative employment is challenging in itself. Not having enough information with which to excite a potential candidate to pursue an opportunity once located is a wasted effort for our clients and a shame. We ask all new clients to be cognizant of this most crucial element to your success and to therefore allocate whatever time is necessary.

Waist Deep – Capitalizing on Opportunity

“Communication is the key to a job well done” – Warren Buffet

As our client, you have a business to run and day to day operations to oversee. We are often asked to take on a search in pursuit of that purpose: to enable expansion or growth without losing focus of existing business. We realize this and take great care to handle as much of the search as possible on our own. That said, no complex project of our sort can be accomplished without some client input from time to time.

Finding the right fit to fill a senior position is a strategic process, and as is true with any process, time is a necessary component. Similarly, the more we get to know an employer, the more we grow to understand what makes them tick and exactly what they are looking for in terms of industry experience and a culture/personality fit. It’s important to understand that when a consultant calls for input, that we cannot continue the search without a return call providing the requested information. Not unlike shooting darts in the dark, there is no point to search for a target we cannot see or understand. Therefore, we ask that as our client, you return calls at your first opportunity, provide additional information as necessary, and give feedback in a timely manner on resumes submitted.

The final point is key. Enthusiasm for a candidate is as important as anything to a successful hire. Evidence of enthusiasm, for candidates, comes in the form of a quick response to their display of interest. The longer a candidate is kept waiting, the more the candidate’s enthusiasm for our client will fade. Capitalizing on opportunities during a search necessitates quick response times and we stress that clients respond to our inquiries with that in mind. We will not submit resumes that we don’t believe match the specifications our clients give us. However, as a new client, even if the first resume or two submitted are completely off base, we ask that you not become discouraged. Rather, communication about problem areas will speed up the process and improve our understanding, enabling a more precise search from that point forward.

Presenting an Offer - Timing & Emotions

“Not only strike while the iron is hot, but make it hot by striking” – Oliver Cromwell

The last thing we want is an offer refused due to timing. Given an agreed upon candidate, when we advise that the time is right to present an offer of employment, we ask that our clients extend an offer at that time. It’s important for our clients to understand that each day that passes after the time we advise greatly reduces the chances of a candidate’s acceptance.

Otherwise known as the point of “White Heat”, this is the point of highest emotional interest in which a candidate is most excited about his/her future potential with a new employer. After the point of White Heat, an emotional drop-off occurs. Obviously, candidates switch employers for very logical reasons. However, emotion plays a significant role in the decision process. A candidate simply will not accept an offer of new employment if not thoroughly excited about the new company. This is where timing comes in and why avoiding prolonging the offer is important.

Working with us is beneficial in that we are in a position to gauge whether the time for an offer is right. Some candidates have unfinished work or personal business and need to overcome various hurdles before being in a position to become really excited about a new opportunity.

In addition to being the point of highest excitement, the point of “White Heat” is also the window of time during which a candidate is emotionally ready to accept an offer and resign from a current position. Presenting an offer before the candidate is ready and/or prolonging the offer when a candidate becomes ready to accept are unnecessary risks which must be avoided. In working together, you can rely on us to advise when the iron is hot.