Intelli-Search: Home Page

The Search Process

INTRODUCTORY CONSULTATION:
In a detailed discussion, the client describes the requirements of the position, the company's goals and characteristics, the industrial and competitive environment, and all other pertinent issues. We, in turn, contribute our knowledge and guidance and help the client refine objectives.

THE POSITION SPECIFICATION AND ACTION PLAN:
We then prepare and submit a detailed position specification in which the client may or may not be identified, depending on the situation. This specification forms the basis for initial discussions with candidates and contacts in the relevant areas. At this stage we also develop an action plan with the client, and set mutually agreed-upon dates for accomplishing major steps in the search, including client contact frequency and initial candidate interviews.

STRATEGY AND RESEARCH:
As the position specification is being drawn up and discussed, we are working to develop a search strategy that is most likely to identify the ideal candidate. To do this, we analyze market conditions and review the competition's staffing strategies. Drawing on our international network, wide range of contacts, experience on previous--perhaps similar--projects, and our own database and research resources, we identify companies where prospective candidates are likely to be found.

IDENTIFICATION OF PROSPECTIVE CANDIDATES:
The most critical stage of any search is identifying solid prospects. Through our extensive range of contacts in the targeted companies, we identify possible candidates within a very short period of time. We send the client detailed reports on all suitable candidates. These reports contain complete information on the background, qualifications, present position and responsiblities of candidates, as well as our views on his or her potential "fit."

PROSPECTIVE CANDIDATE INTERVIEWS:
As the search continues, we hold face-to-face meetings with potential candidates to assess their qualifications and motivation. At this stage, it still may be desirable for the client's name to remain confidential, but executives at all levels almost invariably are willing to enter into preliminary discussions with us.

REFERENCE CHECKING:
As early as possible in the search process, we conduct extensive confidential references on all candidates. We contact people who are acquainted with the candidate to get in-depth comments on the candidate's management ability, technical competency, integrity and personal skills and charateristics that are relevant.

CLIENT-CANDIDATE MEETINGS:
We then arrange a series of meetings between the client and the lead candidates, ensuring that the client is fully briefed about each candidate in advance of any meeting and that each candidate is fully aware of the demands of the position. This is a critical stage for both parties, and it is essential that the preferred candidate be identified, but the selection process is by no means complete.

CANDIDATE EVALUATION:
Immediately following the client interviews, we update the client and candidates on their respective reactions and expectations. We help the client, where appropriate, to rate candidates against each element of the specification and to use these ratings to assist client in forming his or her own conclusions.

NEGOTIATION OF OFFER:
Our knowledge of the market and our status as an intermediary are invaluable to the client in the sensitive negotiating phase leading to final acceptance of the offer, because the interests of both the client and candidate are taken into account. This benefits both parties and leads to successful negotiation. During this aspect of the process, we assist in contract and compensation negotiations, cover prospects for career progression, and obtain any additional formal references required.

THE FOLLOW-UP:
Our involvement does not end when the offer is accepted. We often act as a liaison between the two parties to anticipate and resolve any outstanding issues, to make the transition as smooth as possible.