The assessment and selection of outstanding talent has most often been described as an "art", sometimes as a mystery, but rarely as a science. In fact, even today most hiring executives rely on a "gut-feel" when making hiring decisions. And few hiring executives can clearly and succinctly describe their needs when talking about an open position. When calculating the cost of a bad hire, many senior executives note the untold amount of lost hours, and worse, lost opportunity.

Our proprietary Human Capital Valuation System SM is a robust search fulfillment process, which ensures a superior talent acquisition strategy, and enables our clients to accurately assess each candidate's performance profile as well as the behavioral "fit" for the specific position. Most importantly, we provide our clients with the data they need to make a sound business decision when making a critical hire. Please contact us for authorization to view our password protected 26-step search process in detail. In the meantime, the following outlines our three-phase approach to search fulfillment and outstanding results.

OUR COMPREHENSIVE APPROACH

PHASE I - COMPREHENSIVE NEEDS ANALYSIS, SPECIFATIONS & RESEARCH
Our initial step in the process is to build the framework for a successful search through a thorough needs analysis. A facilitated process conducted with all of the appropriate executives on the hiring team, we are able to gain a thorough understanding of company operations and objectives, clearly define the specific performance objectives for the position, and build a consensus among the hiring team as to the key competencies and leadership attributes required to execute on those business objectives.

We then conduct targeted research for each assignment we undertake including in-depth direct sourcing of target companies as well as organizational charts/mapping of competitive companies. Nine out of ten searches we complete are the result of direct sourcing of candidates who are gainfully employed. Our research capabilities, throughout our network, are routinely drawn upon to utilize all available sources, contacts and industry expertise. Additionally, we have significant capabilities outside the U.S., which follow our basic methodology and provide us with exceptional support and resources when conducting searches in other regions of the world.

A target list is a detail of companies or organizations from which we intend to recruit. We solicit your input in building this list, careful not to include any companies the client deems off-limits. Along with the search specification, we require clients' approval of the target list in advance of launching the search.

PHASE II - CANDIDATE DEVELOPMENT
We identify and approach individuals whose experience, credentials, skills and accomplishments are appropriate for the position and accumulate the largest possible pool before the evaluation process begins. Subsequently, utilizing our proprietary interviewing techniques, we conduct in-depth face-to-face interviews of the top 10-15 candidates, matching them against your performance expectations to narrow the field to a semifinal group of six.

We then present our Market Analysis Report to our clients. This confidential report contains a brief, yet detailed, written summary of each of the semi-finalists, as well information on the industry and marketplace overall as well as how the client's organization is perceived, the competitive landscape providing valuable information and perspectives, and an informal compensation study comparing expectations in the marketplace.

After a list of finalists has been agree upon, we present detailed written dossiers on each candidate, to include behavioral assessments matched against the client's behavioral profile for the position and working documents relevant to the position prepared by the candidate for client review. These finalists will be qualified, motivated and willing to make the move. They will also have realistic compensation expectations and the right motivation to join your team.

PHASE III - SELECTION, REFERENCE & BACKGROUND CHECKS, OFFER & FOLLOW THROUGH
After the client has interviewed the finalists and narrowed their selection, we begin our intensive reference checks and comprehensive background checks, the results of which are presented in writing. When a final selection has been made, we work closely with the client in developing the strategy of an "offer" for the selected candidate. We typically present that offer, facilitate all negotiations, secure a verbal acceptance, and consult in writing and delivering a formal offer letter. We then assist in any and all logistics issues including the physical move and all other transition issues.

After a successfully completed search, we maintain contact with the client and the new hire to help a smooth transition. Because we focus on candidates' leadership potential over time, we have a vested interest in maintaining a long-term relationship. Since we track our performance, we follow up with you and the candidate at 90 days, six months, one year and two year intervals.