Executive Search in Corporate Communications, Public Relations, and Public Affairs.
Even in a Web 2.0 World, executive search is a mix of science and art.
The science is the more basic part of the process: constructing the framework within which the search will take place, the development or refinement of a position description, the creation of a search strategy using traditional and Web 2.0 technologies, the development of a timeline for deliverables, and execution.
The "art" piece is a bit more subjective and nuanced. It is strongly influenced by the knowledge base and professional experience that the search consultant brings to the engagement at hand and how, based on that, he or she interprets client needs and evaluates qualifications of potential candidates.
Within this context, we also believe that search is a "team sport" and take a project-management approach to the process that includes:
INPUT MEETINGS - We meet with the client's executive team who will most frequently interface with the successful candidate. Among our objectives at these meetings is to obtain a sense of corporate culture, communications strategy-business strategy linkages, particular internal and external communications challenges, and quantifiable candidate success criteria. We also determine a working timetable for the various search "deliverables" and discuss any issues that might affect it.
POSITION PROFILE - With information from these meetings, we develop a comprehensive "working" Position Profile. This might be based on a client-provided document or, particularly if the position is a new one, we may develop it from scratch. The position profile is a "recruiting road map" that is approved by every client-side individual engaged in the search.
SEARCH STRATEGY - We develop a comprehensive baseline search strategy to identify prospective candidates and sources. In this phase, we access the firm's extensive proprietary internal database, tap into our network of industry contacts, and conduct original traditional and Web 2.0-based marketplace research. Here we can "drill down" to identify additional individuals in target organizations who might have responsibility for specific functions, issues, public policies, or product franchises.
STATUS REPORTS - We provide clients with weekly status updates. In these, we review progress of the search for the week past, discuss issues that could affect the progress of the search, and set objectives for the week to come. We encourage 24/7 client participation.
CANDIDATE PRESENTATION - As a target, we present "benchmark" candidates within twenty to thirty business days from beginning an engagement. We always discuss this important "deliverable" at input meetings. In matters of particular urgency, we can modify the search process to shorten "time to presentation."
CANDIDATE INTERVIEWS - We work with clients to arrange client/candidate interviews and provide timely subsequent follow-up to each party.
COMPENSATION NEGOTIATION - We collaborate with clients to develop and negotiate the offer for the final candidate.
FEE STRUCTURE AND CANDIDATE GUARANTEE - Our fees are performance driven and we guarantee our results.