Process
Our Executive Search
Methodology and Process
At Talent Partners, our recruiting strategy begins with gaining firsthand knowledge of your infrastructure, management philosophy, and precise human capital requirements. We are just as thorough in revealing the goals of candidates we present. We want these potential employees to be as excited about your company's future as you are. By developing an even better understanding of your company and the job market, Talent Partners can streamline the interviewing process and quickly find the very best person for the position by uncovering possibilities never considered.
The Talent Partners process has evolved over a fifteen year period of intensive study of thousands of executive placements. It is our conviction that the vast majority of the industry’s 45% failures could have been avoided had the process now known as Executives Methodology been used. 88% vs. 55% retention at the three-year mark and 100% vs. 71% offer acceptance ratio are just two of the most salient statistics resulting from the use of Executives Methodology. Far more important than statistics alone are the millions of dollars that fall to the bottom line when the match is right.
Facilitating matches that work and last requires a mindset and a commitment to a process that has been proven far more effective than the ‘business as usual’ model for a long time. Facilitating matches that work and last is our focus. In studying thousands of failed executive placements over the years, we find that in most cases there was little fundamentally wrong with the individual components; company, opportunity, location, candidate, etc. A lack of total fit was what caused the majority of failures we studied.
Secure Written Client approval of Search Spec, Road Map, Client Website Content and Communications Schedule
Executives Methodology Needs Assessment more
Make No Assumptions. Done properly, this step sets the stage for a successful search and placement. We ask questions most don’t: Culture, Values, Mission, Valued Behaviors, Political environment, leadership attributes, management abilities, the opportunity now and in the future, specific performance expectations, the location, the works!
Develop Search Strategy (Road Map) more
Establish a true Partnership as Trusted Advisor. Smooth search execution requires a partnership between consultant and client. We develop a comprehensive search strategy in concert with our clients and then keep them informed throughout the entire process.
Develop position description more
The Position or Job Description is the least complicated part of the process. This is what you usually read in a search specification. A necessity for sure; this alone however is inadequate as a comprehensive search specification.
Develop company positioning (Employment Branding) more
Recognize that all companies have an employment brand. The company positioning should include the most salient and current elements of the company’s story, mission and objectives. Cutting and pasting verbiage from the company’s website is rarely adequate in this regard.
Develop opportunity positioning more
Establish a clear and compelling statement. Be crystal clear here. We are usually in the business of extracting needles from haystacks. We are usually in the business of wooing successful, happily employed A Players to change employers. There must be a story to tell and a compelling argument that would cause a reasonable human being to make the move we are suggesting.
Develop location positioning more
Paint a compelling yet realistic picture of the employment city. Moving an executive and his or her family to a new city can be tricky. Done properly, this step may dispel preconceived notions a candidate and family may have about a new city. A chamber of commerce view of the city will many times make all the difference.
Develop performance expectations more
Focus on the doing, not just the having. A focus on four or five key deliverables complete with specifics and time tables can do wonders to narrow the laser when zeroing in on the very best candidates for your specific leadership role.
Candidate Sourcing more
Dig and dig deep. At Talent Partners, we know how to dig deep. We conduct fresh, original, and targeted research for each assignment we undertake including in-depth direct sourcing of target companies as well as organizational charts/mapping of competitive companies. Vibrant, dynamic approach to sourcing candidates rather than depending on a stale Rolodex is our hallmark. Our technology gives us a tremendous advantage over our competition giving us access to 10+ million PASSIVE global candidate views on every search from our connection to hundreds of extensive networks and associations. Job boards give you ACTIVE candidate views which are not usually conducive to surfacing best of breed leaders.
Cast the widest possible net more
Utilize the full resources of the firm to cast the widest possible net. Talent Partners associates work together and provide assistance wherever possible on each and every search. When our clients retain one of our consultants, they employ experienced search professionals, the total network capability of the firm as well as the leading comprehensive approach to electronic databases and networking sites.
Initial candidate contact, recruiting and Candidate development more
Work the list in its entirety, uncover and explore every possible lead. At Talent Partners, our partners make all of the initial contacts and develop relationships with all candidates destined to make the final cut. We resist the temptation to delegate these critical phone calls to junior level consultants or researchers. Partner level execution makes a big difference at Talent Partners
Collection & Evaluation of Candidate profiles more
Talent Partners pro-actively identifies and approaches individuals whose experience, credentials, skills and accomplishments are appropriate for the position. We procure resumes and accumulate the largest possible pool before the evaluation process begins. Subsequently, we utilize a numeric scoring system and telephone interviews to narrow the field to a suitable group of semifinalists.
Presentation of Twenty One Day Market Report more
All communications systems are fully customizable based on individual client needs and desires. Some clients have commented that our 21 day report alone was worth the professional service fee. Information such as compensation, brand identity, competitive intelligence, marketplace reputation and other information in which clients may have interest can be included in the report.
Executives Methodology Candidate Assessment
The Talent Partners Executives Methodology Candidate Assessment is a proprietary assessment tool designed to assess a total organizational fit for a specific client with a specific opportunity and specific performance expectations. This instrument is extremely useful in assessing a candidate’s thinking & writing style, responsiveness, ability to lead in situations specific to the client, values, career objectives, strengths and weaknesses. This instrument is a key element in ensuring acceptance of offers extended; it also causes candidates to self-select out of the process if they don’t feel up to the task.
Evaluation of Executive Methodology results and formulation of semi-finalists
Conduct Talent Partners 360 Reference Audits more
The Talent Partners 360 Reference Audits are always conducted in advance of the finalist candidate presentations. We speak candidly to superiors, peers and subordinates for 30 minutes each on average. These audits are not conducted as a formality or afterthought; but rather as a critically important part of discovery in order to fine tune the elements of fit. We’ve learned that six references at different levels allow us to see patterns in a particular candidate’s propensities, strengths and weaknesses. Clients see names, titles and relationship information of references as well as full reference disclosure. Output is not tied directly to individual contributors.
Face-to-face Interviews and formulation of finalists
Presentation of finalist candidate presentation packets more
Presentation packets typically contain thirty or more pages and are extremely comprehensive in nature. Clients see candidate profiles, executive summaries, comprehensive interview transcripts, global background checks and 360 Reference Audits.
Prepare candidates, clients and arrange interview logistics more
Talent Partners handles all logistics to ensure a smooth interview process. Each decision maker involved in the client interviews receives a full candidate presentation packet on each candidate in advance of the actual face-to-face.
Order Comprehensive SSI Background Checks more
When ordered and paid by the client, candidate background checks include criminal history in all fifty states, International if necessary, Full Credit Check, Social Security Check, Verification of employment dates, Educational Credentials and more. Background checks are conducted by leaders in the industry and our account is handled only by senior staff.
Debrief candidates & clients post interview more
Upon completion of the interviewing process, we will work closely with you in developing the strategy of an offer for the selected candidate.
Make & Secure verbal offer and establish start date more
We typically make the offer and secure a verbal acceptance before a formal offer letter is delivered. We then assist in any and all logistics issues including the physical move and all other transition issues. We provide objective feedback on compensation package, arbitration/negotiation, and follow through to ensure a successful transition for the candidate.
- Written offer goes out by fax and FedEx
- Signed offer letter is faxed back immediately and mailed
- Review and approve candidate’s letter of resignation
- Candidate resigns and begins work approximately two weeks later
- Follow up with candidate at least twice a week until start date
- Follow up with placement and client after week one, month 1, month 2, month 3, quarterly for first year and annually thereafter