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-Selecting A Search Firm

-Working With A Search Firm

-Exit Interviews

Working With Your Search Firm During The Search

These are several things that you can do, as a client, to ensure the successful fruition of the search when working with your designated search firm.

1. You must discuss the priority your recruiter will set on your search. The “research” phase can take from one to eight weeks. This is when the recruiter is performing research, sys­tematically contacting resources, and building a list of nominators and suspects. The length of time will be directly related to your specs, the position, the compensation, availability of can­didates, and the number of other projects your recruiter may be working on.

2. Make certain that you are available to your recruiter via telephone during the search phase. When in the “search” phase, your recruiter will be contacting, evaluating, and screening suspects for the position. The recruiter will be selling the position, your company (if the search is not confidential), the location, the challenge, and the opportunity. If this is a contingency search, this phase will likely be conducted via the telephone. If it is a retained search, it may be done in person. Your recruiter will be talking with hundreds of nominators, suspects, and pros­pects. You need to arrange a reporting basis with your recruiter. How often do you want them to report to you and when? Access to you will determine how fast your recruiter can proceed during the search phase. Questions about the company, the search, the position, etc., are bound to arise and, if you are not accessible to answer them, your search may come to a halt.

3. Next comes the “presentation” phase of the search - a very important step in iden­tifying the “best available candidates.” You must arrange for your recruiter to present and dis­cuss those candidates they feel are right for the position. This cannot be accomplished through reviewing resumes. If you believe you can select the right suspects from resumes, you are rely­ing on a resume writer who is thorough and who has a writing style that appeals to you. Your recruiter depends on your feedback from verbal presentations to understand your thinking and desires and, most importantly, to develop that feeling and understanding for whom you will hire. Ask your recruiter to describe the individual, and not just the individual’s work and educational history. What your recruiter should provide you with is what a candidate has accomplished. A recruiter should also be able to describe a candidate’s personality, why the candidate is changing jobs, his or her earning history, why the candidate is interested in your company, and what the candidate’s references have to say.

4. Once you begin the interviewing process it must move along smoothly and quickly. Delays in the interviewing process have lost more good candidates for companies than any other single reason. Your recruiter will arrange and coordinate the actual face-to-face interviews but you must be available for your recruiter for feedback after each interview. Your recruiter will “ debrief” the candidate and be in a position to share with you information gained form the can­didate’s perspective. You can rely on your recruiter to provide insight that can help the decision-making process.

5. Next is the “offer and negotiation” phase. Rarely should you or someone in your com­pany handle this step. Your recruiter earns a living by being a negotiator. Negotiating is something they do with great frequency. You must be open about your feelings on the initial off­er. The offer must encompass all areas of the package - salary, bonus, sign-on bonus, relocation, benefits, special “perks,” etc. Your recruiter is in a position to know what the candidate wants, and perhaps most importantly, the lowest offer they will accept. Your recruiter needs to know from you up front if offers are final and non-negotiable, or if you are willing to listen to counter­proposals. The ease of the offer phase is contingent upon the communications you have had with your recruiter throughout the search.

6. Finally, there is the “start and follow-up” phase. Your recruiter will help the candi­date with resignation from their present employer and try to assure that a counter-offer does not disrupt the process. The recruiter will also work with the candidate to assure that the start and relocation go smoothly. The recruiter will follow up with the candidate through the first year of employment, and give you a status report on how the person is adapting. This helps to minimize the possibility of the candidate leaving the job.

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