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Consulting | Search Process |
Search & Selection
Process
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What are you looking for? What
do you have to offer to attract the right Candidate?
- Analyze client needs – Identify the specification(s)
for the position(s) needed, including formal educational,
industry experiences, historic compensation, responsibilities
and expectations.
- Help Client understand that our Candidates are passive,
not actively seeking a new position. Therefore, a coordinated
effort between us is needed to bring the very best available
Candidate to the position.
- Identify with Client historic successes and failures
with affected role and utilize the most effective route
to insure success.
- Determine what is result of vacancy and what can happen
if vacancy is not filled (soft/hard cost to company).
- Strategize on how to most effectively Market opportunity
and how to get the best Candidates motivated to go forward.
- Formal presentation of our understanding for your approval
(internal White Paper).
- Compare the requirements & job specifications to
that of other related industry firms to understand market
conditions, including compensation, benefits, etc…
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Where are you in the
market, where have you been in the market, where are you going
in the market, compared to that of your competition. Who are
the players?
- Assign a Search team, if applicable, to Search Assignment.
- Determine Competitive analysis and provide feedback
to client & determine the most appropriate sources
and eliminate any inappropriate sources.
- Build Organizational charts with competitive analysis
– Who are the people?
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Find
the Candidate(s) – Sourcing
- Develop Recruit Presentation (written feedback where
appropriate and timely).
- Explanation of how to handle Candidate objections, including:
“I’m happy where I am”, “I am
not looking”, etc…
- Recruit appropriate Candidates & write confidential
Data Summary
- In-Depth interview with all Candidates who fit the specifications
and requirements in step 1. above.
- Market, confidentially, the client’s opportunity
and close for time of introduction/interview.
- Discuss and close Counter-Offer and other issues including
compensation, start dates, realistic expectations of responsibilities,
personal growth plans and geographical interests –
why…
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Arrange
an interview and follow through
- In depth presentation to client on each qualified Candidate.
- Discuss those found in the Search but were eliminated
and why, where applicable.
- Schedule an interview date & time with qualified
Candidates.
- Provide Confidential Data Summary or Resume (if Available)
to client.
- Follow up interview (Debrief) with both Candidate and
Client.
- Sharpen opinions and develop follow up questions for
second interview, if appropriate.
- Discuss and close on counter-offer with Candidate
- Before follow up interview, have Candidate provide “the
three numbers” (What will take to accept an offer
if extended)
- Choose the best Candidate
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- In depth reference checks and feedback to client, where
applicable.
- Discuss Counter Offer in depth with Candidate and Client.
- Discuss and agree to the offer to present to the Candidate.
- Make offer and get acceptance:
No offer should be made unless you know it will be accepted
and Candidate is pre-closed. As an Executive Recruiter,
we are specifically trained on an extending formal offers
and preparing for an acceptance. All formal offers should
be followed with a formal written offer.
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