Methodology

We use a proven approach for our engagements. While a structured approach is very important, the key to success in executive search is often the ability to think “outside of the box”. Observing, listening, being proactive – being keenly aware that the solution may be obvious if not for the distractions and noise in the process.

SRG APPROACH

PREPARATION

1. Client Discussions & Assessment - This assessment involves a site visit and meetings with key members of the client organization to sharpen our knowledge of the client's business, organization, objectives and future plans.  We also thoroughly explore the position to be filled – responsibilities, accountabilities and candidate requirements as well as organizational and interpersonal factors.  Finally, we gain a very clear understanding of the organization's environment, culture and style.
    
2. Written Position Description - We draft, for client approval, a Position Specification including our understanding of the client's business and organization as well as a detailed description of position responsibilities, candidate requirements and compensation parameters.  This is the primary reference document for the assignment and ensures that we have a thorough understanding of the executive search requirement.  It will also provide the standard by which we will qualify potential candidates.

EXECUTION

1. Research - The goal of our research is to quickly identify potential candidates and other useful sources of information.  With input from our client, we first identify target companies and relevant industry and professional organizations.  Primary references include Hoover's, Harris Infosource, the Directory of Corporate Affiliations and appropriate industry and professional publications.  Our Research Director has over 20 years of executive search experience and is skilled in using multiple tools, including the internet, to search and find companies and candidates.
    
2. Sourcing & Candidate Development - In addition to our research, we consult with knowledgeable sources within our database to solicit recommendations and identify potential candidates.  Direct contact is made with prospective candidates to develop their interest and confirm their qualifications.  Those individuals who appear appropriate are further screened to determine their personal and professional qualifications, relevant experience and overall fit with the client organization's requirements.  During this phase some indiviuals may come directly to the client's attention.  We recommend that they be referred to us for objective consideration on a consistent basis.
    
3. Candidate Interview & Evaluation - Once qualifications and interest have been established, we proceed with the personal interview and evaluation process. We thoroughly explore the executive's leadership effectiveness, work experiences, technical abilities, career progress, personal characteristics and strengths and weaknesses as they relate to the client's requirements.
    
4. Candidate Presentation -  We submit a confidential written report on each individual whome we recommend for consideration.  This detailed resume provides thorough information on the candidate's current and past employers, responsibilties, reporting relationships, staff, accomplishments and any other information pertinent to his or her qualifications for the position.  The report also contains specific information on the candidate's compensation package (current and historical).

COMPLETION

1. Client Evaluation Interviews - We remain in close contact with our client and prospective candidates during all phases of their discussions.  We assist with scheduling and travel arrangements and provide important feedback promptly throughout the interviewing process.  We are available, if and when appropriate, to participate directly in client and candidate discussions.  Our primary role during this phase is to ensure that there is a clear understanding between teh client organization and all prospective candidates.
    
2. Reference Investigation - We prepare reference reports on all candidates considered for employment.  We recommend that a minimum of three individuals be contacted as references for the selected candidate. We conduct a thorough investigation focusing on infomration critical to the individual's ability to perform as required in the Position Specification.  In addition, academic records and professional certifications are verified.
    
3. Final Selection and Offer of Employment - The client and the prospective employee are the principal parties in the negotiation of employment terms.  However, we are prepared to assist in the structuring of an offer to the selected candidate.  We provide a valuable communication link between the parties and are in an excellent psotion to prepare the individual to receive the client's offer of employment.  We also are able to identify, in advance, compensation and other factors that are sensitive from the prospective employee's point of view.
    
4. Client Review & Follow-up – Once the new employee has accepted an offer of employment, we review the executive search with our client; we are very interested in the client's evaluation of our work.  At this point we also contact any remaining or back-up candidates to let them know of the assignment's completion.  Over the first year of employment, we periodically communicate with the client and new employee to monitor and assure a successful result.