Frequently Asked Questions | Wills Consulting Associates Inc.

WHY ENGAGE WILLS CONSULTING ASSOCIATES?

Wills Consulting Associates is perhaps the only communications/public relations search and consulting firm in the country whose founder, who leads each engagement, possesses a background that combines corporate communications, public relations, management consulting, and executive search-with demonstrated success in each.

SO WHAT?

For clients, this translates to an in-depth understanding of the marketplace and their functional requirements combined with and a bias, where possible, for linking communications strategy with business success. Prospective candidates know they are represented by someone who understands what they do and how they might contribute to client success. The result: Searches of laser-like precision, satisfied clients, and successful candidates.

YOU HAVEN'T WORKED IN OUR INDUSTRY (OR RECRUITED IN THE FUNCTIONAL AREA WE ARE DISUSSING). IS THIS A POTENTIAL PROBLEM?

No. The WCA search process, combined with its creative implementation, has proven itself capable of successfully crossing industry and functional boundaries. On occasion, in fact, we have helped clients develop position profiles “from scratch” for business they were in the process of creating---and gone on to successfully recruit for those positions.

HOW LONG DOES A SEARCH TAKE-START TO FINISH?

Our target is 100 days. Nevertheless, there are unpredictable factors that might affect the process after we present candidates.

WHEN WILL WE SEE CANDIDATES?

Our model is to present a slate of candidates to clients within twenty to thirty business days after beginning an assignment. We always discuss timing issues before the search begins and this timeframe can be compressed to address particularly urgent situations.

WHAT IF THE CANDIDATE TURNS OUT NOT TO BE A GOOD FIT?

We will attempt to replace, on an expenses-only basis, any candidate who leaves a client's employ within a year of the start date. This guarantee will not apply if the departure is caused by such unexpected events as mergers, acquisitions, downsizing, or changes in management.

WHAT MAKES A SEARCH SUCCESSFUL?

An obvious answer would be, "A great client and outstanding candidates...and closure." But here are some other considerations:

The "buy-in" by all partners at the beginning of an engagement the search is a team effort requiring close coordination between the client and the search firm
Mutual understanding of expectations
A timetable for "deliverables"
Thorough search firm understanding of the client culture, its businesses, competitive issues, potential communications strategy/business strategy linkages, the role the candidate will be expected to assume in the organization, and the criteria against which her or his success will be measured—in the first six months, the first year, eighteen months, and the longer- term.
Clear and honest communications throughout the search process -- formal (regular reports) and informal (as needed). The operative phrase is "no surprises."

And of course, a great client and outstanding candidates.

Insight