1. Introductory Consultation, Research & Briefing

Prior to commencing an assignment, we review our client’s market niche, including its products, competition and environment. In consultation with the client, we gain an understanding of the client organization, culture, current/future dynamics and the position to be filled. Often, our experience with previous assignments within the industry we serve, and our perspective, enable us to assist clients in assessing the demands of the position, the qualifications of the individual who can best fit it, and the client’s expectations in light of the realities of the marketplace.

 
2. Drafting & Approval of Position Specification

Once an agreement is reached regarding the requirements of the position and the background of the ideal candidate, we prepare a Position Specification, which is reviewed and approved by our client. The Position Specification communicates the requirements of the opportunity, as well as, the desired objectives to be accomplished, serving as a “blue print” on which the search is built. The Position Specification may be shared with prospective candidates and a select group of individuals who are in a position to recommend outstanding prospects. Confidentiality is maintained in this sharing of information (as required).

 
3. Formulation of Search Strategy & Research

We then formulate the search strategy best suited to produce the best-qualified candidates for the particular assignment. A project team is assembled to research target industries and companies drawing upon both public information and on the substantial resources of our own research development and proprietary database of the metal stamping/assembly industry.

 
4. Consultation With Industry Sources

Through extensive sourcing with executives who can recommend individuals in the relevant industry and disciplines, as well as, like-type scenarios where the skill set is transferable, we develop leads to prospective candidates who might otherwise be hard to identify.

 
5. Candidate Sourcing/Recruitment

The project team conducts an extensive process of initial contacts with prospective candidates. Utilizing the Position Specification guidelines to qualify the fit, we conduct detailed phone interviews with those prospects who appear to be best qualified for the position. The project team evaluates their qualifications and conducts intial screening.

 
6. Generation of Short List for Personal Interview

The project leader, upon reviewing the recommendations from the project team, conducts interviews with the top rated candidates. This is a re-qualification of skills, interest in opportunity, personal motivations and potential shortcomings, as well as, a detailed discussion on commitment to change, financial requirements clearly defined, and any related hindrances to accepting a position with our client. Of equal importance, the project leader sells the qualified candidate on the opportunity.

 
7. Introduction of Candidates to Client

The final candidates that emerge from the interview process are then introduced to the client through a detailed Candidate Presentation. This report presents factual information about the candidate’s current job, responsibilities, relevant experience, accomplishments and background. It also offers our subjective assessment of the individual’s qualifications for the specific position.

 
8. Interviewing of Candidates By Client

Interviews are scheduled between the client and candidates. Participation in the interviewing process by a member of the project team is encouraged. If the search requirements so dictate, the client’s identity is not revealed to the candidates until this point.

 
9. Final Reference Checking

When the final candidate is identified and both client and candidate express strong interest in working together, we complete final references to review the candidate’s leadership abilities, integrity, technical competence, achievements and personal characteristics, as well as, any subjective points of relevance as requested by the client.

 
10. Negotiation of Offer & Acceptance

During the negotiation stage, our outside perspective and recruiting experience enables us to provide recommendations to our client on the structure of a compensation package calculated to attract the finalist. By serving as an intermediary, we can often work out details that may have a significant bearing on the final acceptance or rejection of the offer.

 
11. Follow-Up

Although the recruiting process is complete when an offer is accepted, we have found it helpful to stay in touch with the client and the successful candidate during the transition period. We counsel the candidate on counter-offers and assist in the preparation of a professional resignation from his/her existing employer greatly diminishing the potential for a buy back. Furthermore, as a policy, over the next year or longer, we continue our dialogue with the client and successful candidate so that we may be helpful in anticipating and averting potential problems of adjustment.