Needs Analysis & Search
Strategy Development (Week 1-3) back to top
During the first week
we will meet with those involved in the hiring process to share
information. The second week is utilized to document and formalize
the search strategy, position description and interview process.
These documents are then distributed to the search team to ensure
that a consensus has been met. The third week is utilized for
any revisions that need to be made.
These documents are
critical as they are the foundation for which the search is guided
by. Any modifications to the position description or strategy
beyond the third week may prolong the search process.
During this stage both
J.N. Solutions and the client share responsibility to accomplish
the following:
- DEVELOP AN UNDERSTANDING
OF THE BUSINESS ISSUES THAT HAVE LED TO THE NEED FOR A SEARCH.
- Define the business
model.
- Articulate the
revenue model (recurring, license, etc)
- Understand sales
strategy - (direct sales, channel sales, domestic, international,
etc)
- Define growth
plans
- Determine business
solution for the search.
- GENERATE POSITION
DESCRIPTION.
- Create draft
- Generate team
consensus and approval
- Format as first
representation of client to Candidates.
- DEFINE HIRING PROCESS
- Decision makers
- Timelines and
expectations
- Interview Schedule/Process
- Define Decision
Criteria based upon position description
- DEVELOP SOURCE LIST
- Agree to a list
of companies to target for the search
- Exchange information
on specific individuals or companies as appropriate
- DEVELOP REPORTING
AND UPDATE SCHEDULE
- Schedule interactive
update frequency and format
- Schedule written
update frequency and format
- OUTLINE RESPONSIBILITIES
AND EXPECTATIONS - it is critical that all parties have a clear
understanding of their role in the process.
- Adherence to
project schedule
- Quality assurance
- Interview schedule/participants
- Responsiveness
- CUSTOMIZE PROJECT
SCHEDULE
Networking & Research
(Week 2 - 12) back to top
Information gathered during
the needs analysis and strategy sessions are utilized to begin identifying
potential candidates. We conduct our research by systematically
working through the companies that have been identified in the initial
target list. Our research uncovers those individuals that most closely
resemble the profile laid out in the position description. The names
and titles of these individuals are shared with our clients during
the regularly scheduled updates in order to highlight highly desirable
individuals or remove those that should not be considered.
Our research list is
dynamic and we add companies to our list throughout the search
process. The majority of our research is completed by the end
of the eighth week. We continue to communicate with our network
and conduct research through the completion of the search to ensure
that we have uncovered all prospects and information relevant
to the search.
Client Action: During
this period the client is responsible for providing feedback while
the search strategy is refined. The client will be receiving written
lists of target companies and target candidates as a result of
our research. Communication must remain open to ensure that any
adjustments in search strategy are made as early in the process
as possible.
Candidate Identification
& Assessment (Week 3-9) back to top
Our networking and research
begins to uncover potential candidates during the third week. As
we contact these potential candidates we conduct initial phone assessments
to determine viability. If our initial phone assessment warrants
an interview we schedule one as quickly as possible. Our preference
is to meet potential candidates face-to-face, though we often conduct
videoconferences to reduce our client's expenses and to expedite
the process.
During our regularly
scheduled updates we provide a summary of each individual under
consideration and our progress in the assessment process. After
the assessment has been completed we generate a written report
that provides an overview of the candidate and their experiences
and how they relate specifically to the position requirements
as defined in the position description.
Our Candidate Assessment
Reports are designed to be concise and to the point. The assessment
is a preparatory tool for those involved in the interview process
and is typically three to five pages.
Client Action: As candidates
are brought to the table by J.N. Solutions we will want to leverage
our client's expertise. We will call upon the client for feedback
early in the process on all potential candidates uncovered. Typically
our clients raise questions once they learn basic information
about the people we are pursuing. These questions prove valuable
during our assessment process. We also expect our clients to be
available should the potential candidates have questions that
we cannot answer. In certain circumstances we may ask that the
client be available to speak with a potential candidate before
the candidate has been formally presented.
Candidate Presentation
(Week 5-10) back to top
We begin presenting candidates
for consideration during the fifth week. A candidate presentation
constitutes providing all search team members with a resume or written
overview, candidate assessment and the candidate's availability
for interviews. We will discuss candidates that have been presented
during our regularly scheduled updates. If a discussion cannot wait
until the next regularly scheduled update we will make appropriate
arrangements to expedite the process.
Client Action: Immediately
following Candidate Presentation the client is responsible for
providing feedback and their own availability for interviews.
Scheduling of interviews is often one of the more difficult components
of a search and can lead to a longer search process. We encourage
our clients to be extremely flexible and reserve time for interviews
during this period. It is also important to be considerate of
the candidate's situation - most are not looking and did not reserve
time to interview. As we are trying to attract them we encourage
our clients to be as accommodating as possible when providing
their schedule.
Candidate Interviews
(Week 6-10) back to top
The five weeks reserved
for client interviews assume five or six candidates will have an
initial round with the client team resulting in two finalists. One
or both of the finalists will return to the client for a second
and third round of interviews - and sometimes a fourth. J.N. Solutions
will be responsible for preparing the client for each interview
that takes place. We will discuss each candidate in detail and provide
our candidate assessments as tools for our clients. We will also
manage the interview process to ensure that the expectations of
the client and candidate are met.
Feedback from the candidate
interviews should be communicated to J.N. Solutions as quickly
as possible. We recommend a conference call within 12 hours of
the interview to discuss feedback and next steps.
We also debrief candidates
within 12 hours of their interviews.
Client Action: We request
that each interviewer provide feedback immediately after they
meet a candidate. We like to receive the initial reaction as soon
as possible. We also ask that each interviewer review the position
description and selection criteria both before and after their
meeting with the candidate to maintain focus and a common point
of reference. When possible we also suggest that those involved
in the interview process coordinate with each other to avoid redundancy
and maintain progression in the development of the interview process.
360° References (Week
4-10) back to top
We begin the reference
process as early as possible by contacting individuals who are not
provided by the candidate - typically during week four. A candidate
is not likely to provide his/her references until they are confident
that they will receive an offer. We respect their confidentiality.
Initial references are conducted under the strictest confidence
and are utilized to assist the search team during the assessment
and interview processes. These confidential references are often
a key component in our assessment process though may not be included
in our final references.
Once we have reached
the stage where we can conduct formal references we request a
minimum of two managers, two peers, and two direct reports from
each of their past two companies or positions. Our references
are conducted to determine how a candidate operates. We are not
interested in learning what a candidate accomplished - we are
interested in learning how our candidate accomplishes their work.
After completing the
reference process we provide a client with a comprehensive report
on each individual that we have spoken with. Our reports are designed
to assist in the decision making process and provide a road map
for working with the individual moving forward. Our references
reveal tremendous amounts of detail about a candidate and provide
insight into how a candidate will perform.
Client Action: The
client is responsible for communicating to J.N. Solutions those
areas that they wish explored during the reference process based
on their meetings with the candidates. Our references are meant
to provide a road map for integrating and working with a new candidate.
Full utilization of the information gathered during the reference
process will impact the success of the hired person.
Negotiation & Acceptance
(Week 10-12) back to top
J.N. Solutions plays a
critical role during the negotiation and acceptance process. Candidates
and clients will always provide us with information that they would
not otherwise provide to each other. The information puts us in
a strong negotiating position for both parties. J.N. Solutions is
in a position to "test the waters" while minimizing the risk of
breaking down the negotiations. Our ability to mediate is often
what closes the deal.
Once an offer has been
accepted and a start-date established the search is not yet complete.
We will work with the candidates through their resignation and
prepare them for a counter-offer. We will also coordinate the
integration of the candidate into our client by coaching the search
team on appropriate first steps. We like our candidates to begin
to feel like they are a part of the new team as quickly as possible
and encourage invitations to meetings and social events prior
to their start date.
Once a candidate has
become a new employee we will follow up frequently over the first
few weeks.
Client Action: We request
that our clients utilize our services to the fullest and discuss
all negotiation strategies with J.N. Solutions before acting.
Timing is critical during this stage and we ask that our clients
be responsive and committed.
Formal Follow-up
(Months 3, 6, 9, & 12) back to top
Every quarter after the
new employee's start date we conduct a formal follow-up. We will
interview the hiring manager, the candidate, and all other appropriate
members of the search team. Our goal is to determine if the expectations
of all parties are being met and to correct any issues that may
need to be addressed. We find that under the rare circumstances
when an issue does arise that it is primarily the result of miscommunication
and easily remedied.
Client Action: Please
participate in our follow-up interviews. Typically they take very
little time and can produce a significant return. We ask that
you share all your thoughts and concerns as well as any positive
feedback.
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