| APPROACH |
We understand that each search is unique and requires a specific skill set. However, the methodology and process that we use remains the same. So that you understand our approach to search consulting, the following represents an illustration of how we work, what we will do, and when we will be doing it. |
| Communication |
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The search process is best accomplished as a team effort. Therefore, communication between us is critical to the ultimate success of the search. During the search process, we will contact you on a regular basis to keep you informed of our progress. Your thoughts, ideas, and feedback concerning the position may evolve as you begin to evaluate and interview candidates. Therefore, it is important that you provide us with any information that may affect the search as soon as possible. Although we are working for you, we are still focused on treating all candidates with dignity and respect. It is critical that we communicate decisions clearly, promptly and accurately as we meet candidates. After all, only one candidate will be chosen, and we want to ensure that every person we have spoken to leaves the search process with a positive feeling about your company. |
| Understanding the Client's Needs |
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We believe a diligent search process begins with a thorough understanding of our client's needs. When we approach recruiting assignments, we find it necessary to go well beyond defining the specific skill set required.
Working closely with you as our partner, we review the business and professional context of your situation and, together, develop a thoughtful description of the qualifications and background of the ideal candidate. Developing an understanding of the culture is critical. We obtain this understanding by conducting interviews with you and with key people in the organization designated by you. By speaking to the people who will be the colleagues and superiors of the successful candidate, we will get an overall sense of what it takes to flourish within your organization. |
| The Search Process |
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I. Research: We believe that research is the key to the ultimate success of any search. Therefore, we designate at least the first few weeks to ensuring that we have thoroughly prepared for and covered all areas. This up-front preparation eliminates the risk of overlooking key potential candidates, and guarantees that no stone is left unturned during the search.
We first develop a definitive list of the specific organizations in which our successful candidate is most likely working. Then we thoroughly research those companies to identify the people who might meet our requirements. We also use standard avenues of research via directories, databases, and referrals from our sources in the industry. II. Contact and telephone screen all potential candidates: We telephone every one of those prospects with the objective of learning enough about each one to determine how well he or she meets our specifications. Although we may not reveal the identity of our clients at this time, we stimulate interest in the opportunity.
III. Discuss with you our preliminary evaluation of potential candidates: As soon as the telephone screening is completed, we meet with you immediately to review the results of our research and to agree upon the most promising prospects for us to interview.
IV. Interview and evaluate potential candidates: We thoroughly interview all selected candidates in person. These face-to-face meetings are conducted by a consultant at Bishop Partners who has been educated in behavioral interviewing. The stringent interview process is used to ensure the best possible fit within your organization.
V. Create the short list: After all interviews have been completed, we review our findings with you and assist you with selecting the best of the best for meetings with you and your selection panel. In advance of your first meeting with each candidate, we provide you with a detailed candidate profile listing the individual's strengths, current situation, and background. This will serve to give you an overview of each candidate and help to make your meetings more productive.
VI. Assist in the selection process: We will assist you through the entire candidate selection process and then through the critical negotiation and resignation phases of the recruitment.
VII. Conduct in-depth reference checks: Our comprehensive reference checks include conversations with the candidate's current and former colleagues, direct reports, and superiors, as well as prominent people we know in the field. In addition, we verify all academic degrees.
VIII. Serve as intermediary during the final negotiations: With your concerns in mind, we bring our expertise and knowledge of the marketplace to this critical phase of the search process.
After the successful candidate has come on board, we remain in touch with you and the new employee, contributing to a successful transition. |
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