Executive Search - Our Recruiting Process

The Recruiting Process

The dating process is a great analogy for the recruitment process. We often refer to the similarities between the two while interacting with clients and candidates. One of our female executives had remarked how, while looking for Mr. Right, she always seemed to end up with Mr. Right Now.

Many companies, who conduct their own search process, do settle for the “Right Now” candidate. They hire the candidate who “played golf with the president last weekend”, “just happened to walk through our front door”, or “worked at one of our competitors”. It’s quick and it’s easy…and makes total sense at the time. The new hire will probably work out fine, but our clients deserve better than “fine”. They deserve Mr./Mrs. Right….not Mr./Mrs. Right Now!

Our clients deserve a candidate whose skills match; who connects with the company leadership; compliments the team dynamic; and aligns with the organizational culture. For most recruitment/search firms, the process ends once a candidate has been identified. We provide a value-add service in that we not only attract results-oriented, motivated, and forward-thinking candidates, we also help our key clients secure them.

Our executive search process is one that involves actively seeking out best-fit candidates on an engagement, retained, or contingency fee basis, with corresponding service levels. We use traditional methods of networking – cold calling; contacting identified top talent; and integrating newer technologies including social media, email blasts, and special interest groups. It is important to note, we do not rely on job boards and inbound resumes.

The Recruiting Process (aka: the Dating Process):

Step 1: Identify Candidates & Engage in Initial Conversation (interview with UPwords Inc. project manager) – this is like “going to the singles’ spot” and your friend finds a perfect match for you!

First we begin searching. Where are the likely places we would find this caliber of candidate? We research, cold call, and contact competitors; we network with people currently in the industry; we review industry candidates with whom we have already established a relationship; and we solicit interest from special interest social media groups with whom we are affiliated. Our goal is to find candidates who are successfully contributing to their organizations who might be excited about leveraging their talent within a new opportunity. From a courtship perspective, it is a little like you are in a relationship with a person who you have been dating for a long time. You are starting to realize there is no real long-term future …and then you meet “the one” who better fits your profile - the one you might want to marry?

Step 2: The Vetting Process (recruiter interview) – “the friend checks him/her out to see if the two of you would click”

Once we have identified potential candidates and had an initial conversation, we go through a more rigorous interview. We not only dig into the candidates’ background but also into their thought process - what they are looking for in their next career move, how they conduct their business, do they know themselves well, are they a “high potential”, what is their performance track record, what motivates them – once we have synchronicity, we move forward.

Step 3: Presentation of the Opportunity to the Candidate – your friend tells the “prospective Mr./Mrs. Right” all about you to see if they are interested in meeting and pursuing a connection

If the candidate has cleared the vetting process, we tell the candidate about the opportunity. Most details, minus the company name, are shared, to see if the prospective candidate wants to continue in the search process. Interestingly many candidates think this means saying yes to a marriage proposal. This is merely a nod to go on a blind date. Do you think this opportunity is worth going on a blind date? This is an easy way to check it out without committing to a long term relationship!

Step 4: Presentation of the Candidate to the Employer – your friends tell you about a person they met, and why you should go out with them

A client once asked us to take 25 resumes they had collected and whittle them down to 6 through an intensive vetting process. Once we did, we presented the candidates to the executive team. The CFO commented after having reviewed the stack, “there’s only one person I would hire, 2 maybe’s, and the rest are “no way’s”. Since he was only reviewing the facts on paper, and we were approaching the process more holistically, our perspectives were much different. [It is important to note how significant it is for the client to stay open-minded and trust our recommendations – we are all working toward the ultimate goal of hiring the best candidate…just like dating!] After a full interview process, the perspectives aligned - they hired a candidate from the “no way” pile, because they had an opportunity to see the total person, their attributes, the skills they brought to the organization, ….and how they needed this person to accomplish their goals. We work with clients who trust us to get a sense of the whole person. Does this sound like a person you might want to date?

Step 5: The First Interview (phone or “live”) – the blind date

This is the time for both the client and candidate to find out if there is a connection – a spark. Do they communicate well together? Is there a philosophical meeting of the minds? Is the conversation energizing or draining? Here is an opportunity for both of them to learn more about each other, get a high-level view of the total person and their background, and the potential fit. Is there chemistry? Was there enough there to build on, and do you want to on a second date?

Step 6: The Second Interview – the courtship

The second interview gives both the candidate and the client an opportunity to get to know each other better. Both left the first interview (date) interested…and realizing they had more questions about the potential relationship. This is the time to get those questions answered. The second interview is a deeper conversation about each others’ needs, wants, and expectations. Is there still a fit – and is it getting stronger?

Step 7: The Final Interview – the engagement

During this phase of the interview process, candidate and client are deciding if they would like to enter into a long-term relationship. Should we get married?

Step 8: Checking References – meeting the family

We learn a lot about a candidate from talking to their managers, peers, and subordinates. This step helps verify that the person is who you think they are. If there are any “yellow flags” or inconsistencies, we communicate and discuss them with the client. At this point “next steps” are determined. Is this person who you think they are…and are you ready to move forward and make a commitment?

Step 9: The Offer/Negotiation – planning the wedding and your life together

Now it is time to figure out what it will take to make this union work. We facilitate this process by understanding the needs of both parties (we begin this understanding during our first conversation with the candidate). We also go into the negotiation knowing the “deal breakers”. With this knowledge in hand, and if we have done due diligence, the offer and negotiation process is relatively smooth. Our goal is to reach an agreement that insures both parties are motivated and excited about the future – excited to advance. Are you in sync about your life together… are you excited?

Step 10: Offer Acceptance – the wedding

We help facilitate the final offer and acceptance. We also help get rid of pre-wedding jitters. “I do”

Step 11: On the Job – the honeymoon period and your life together

Even after all the excitement of the interview process is over and the job has begun, there is bound to be an adjustment period. We continue to have open dialogue with candidates and clients – now employer and employee – to hear about wins and accomplishments, as well as lend perspective on expectations and go-forward strategies.

Step 12+ …for every step listed, there are three to six behind-the-scenes actions. For example, regarding the first interview: 1.) set up the interaction, 2.) strategize with the client regarding next steps, 3.) prep the candidate, 4.) prep the client, 5.) debrief with the candidate, 6.) debrief with the client.

Finding the right person or the right opportunity is complicated and time intensive. We conduct a thorough search process to make sure you have a successful outcome. We can help you find and secure Mr. or Mrs. Right…not Mr. or Mrs. Right Now.