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Each new executive search is treated as a unique engagement and becomes the responsibility of an appropriate consultant with our firm. He/she will meet first with the client executives having a direct interest in, or a relationship with the position to be filled. These initial interviews are structured to aid the development of a comprehensive position specification and company profile. Focusing on the organizational unit and its unique dynamics, we endeavor to understand fully the circumstances necessitating the executive search, the requirements for the individual to be recruited and the criteria for evaluating the performance of the successful candidate subsequent to employment. Each search follows as an in-depth, comprehensive and structured approach.
Position Specification and Target Strategy Information gathered during our initial meeting is held in strictest confidence and provides the basis of our primary recruiting document. That document, along with an outline of target companies to be penetrated during the course of the assignment, are submitted for the client's approval prior to the active solicitation of candidates. Daniel A. Silverstein Associates Inc. has dedicated online research. This allows us to retrieve company organization information according to industry and company categories, and also by functional discipline. Candidate information files include career histories and, whenever possible, prior reference information. These files are proprietary and are updated on a continuing basis to assure their integrity and accuracy. Ordinarily, we search the entire field of comparable companies, identifying and soliciting the interest of the most qualified individuals for consideration on each assignment. In those instances where titles are not reflective of actual job content, we adjust our approach accordingly. Evaluation of Prospective Candidates Candidate evaluations are conducted serially, and with face-to-face interviews prior to presentation to the client. We are able to structure the search process to yield a diverse group of only the most qualified available candidates. This is one of the major advantages of using an outside resource in the search process. Candidate career profiles are presented to the client and the group of candidates is evaluated and ranked according to the comprehensive criteria elucidated during our initial interviews with executives of the client company. Whenever possible, preliminary references will be provided at this time. Reference and Credential Verification Formal reference checks are made through direct communication with people who have been in a position to evaluate the performance of each candidate on the job. We try to conduct reference checks in a candid atmosphere and they are always structured to obtain frank, objective appraisals of each candidate. During the course of a search, the consultant meets with the client on a regular basis and communicates with the client by telephone frequently. Client - Candidate Meetings While the final selection of the individual is always made by the client, we recommend that we be involved in negotiating and closing the actual offer of employment. We are able to provide assistance, as required, in negotiating the terms of employment and in facilitating relocation by the candidate. During the search process, we request that prospective candidates developed through the company's own means are brought to our attention as soon as they are identified. This avoids duplication of effort. In addition to performing searches outside the client company, we are always prepared to provide independent evaluations of candidates developed by the company and/or those being considered for promotion to the position from within the company. |
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©1999-2002 Daniel A. Silverstein Associates Inc. All rights reserved. |
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