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- Develop additional background information on the company, your plans and the position
opportunities: We like to be as well informed as possible about job requirements, success factors and the opportunity considerations
inherent in a position prior to approaching and discussing a position with candidates. The information we develop in these
initial discussions will help to guide the search in proceeding with the search projects.
- Develop a position
specification: A draft position specification will be developed and finalized with your concurrence, based upon the discussions
with you, other information you provide us and our knowledge. The position specification describes the basic responsibilities,
priorities, business goals, reporting and working relationships, personal characteristics, education and experience requisite
to successful performance. The position specification will serve as a guide in determining both whom we will contact during
the course of each search assignment and how they will be evaluated.
- Conduct a search plan or strategy: In
our experience, the most successful recruiting results are achieved when the universe of potential candidates (i.e., prospective
target organizations and levels) is well defined and the search activity is comprehensive in scope. We will put together a
search strategy for each position which will define and prioritize target organizations, position levels and other elements
of search focus. The search plan will help to ensure that the universe of candidates is covered comprehensively and will enable
us to focus in on high potential candidates in relatively short order.
- Identify qualified candidates: An intensive
search to locate persons with qualifications that closely match each position requirement will be initiated after each position
specification and search strategy have been finalized. We will utilize our normal networks and our knowledge of the insurance
and financial services marketplace to identify potential candidates and we will also conduct targeted research. In this part
of the process, we will identify and contact individuals who meet each position specification and who have established patterns
of accomplishments and success in their careers to date which, taken together, suggest the high likelihood of success in these
positions. The process is designed to yield a number of qualified individuals to compare and evaluate for each job.
- Interview
and evaluate candidates to determine strengths, weaknesses and capabilities: Qualified candidates will be thoroughly interviewed
to obtain a realistic understanding of their experience, accomplishments, capabilities and potential. Candidates will also
be evaluated in terms of their overall strengths and limitations for the respective position. A comprehensive resume, describing
work experience, capabilities and accomplishments will be prepared and presented on each candidate who we recommend to be
interviewed.
- Present the best qualified candidates: The best qualified individuals for each position will
be presented for consideration. We would expect to present a minimum of three to five candidates for you and others to meet
and evaluate. The final selection and offer of employment are always made by the client. However, we will assist as necessary
in developing and negotiating the final compensation package as well as any other terms of employment.
- Conduct
reference checks on successful candidates: We believe that reference checking is an extremely important part of the search
process. It is our practice to speak directly with individuals who are or have been in positions that evaluate the candidate’s
performance on the job including, former superiors, colleagues, subordinates, clients etc. We rely on the information provided
to us by these individuals. Written references summarizing our findings will be presented on each candidate to whom an offer
of employment is made.
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