Q: What do you mean when you say “cultural fit?”
A: Some companies take pride in being methodical and thorough. Others encourage more risk-taking. When we search for your company’s next executive or director, it is crucial that the candidate can work effectively with peers, those they report to, and those they manage. Some candidates have exceptional skills and qualifications, but their personality clashes with the personality of other key players. The candidate who fits in will be more anxious to accept your offer, will adapt more quickly and will contribute more to your company’s success. That’s why our first step is to learn about your company and the role you want your newest executive to play.
Q: What if we are not really sure what or who we need?
A: We learn your style through face-to-face meetings, phone conversations and e-mails with senior executives and board members. We’ll help you articulate the most important set of requirements for skills and personality.
Q: What if the best talent already has a great job?
A: With more than 20 years of experience in executive recruiting, we are experts in finding candidates. While we use existing databases, as all executive search firms do, we know better than to stop there. The best candidates may not even be looking for new positions. When we approach them, we already know how their industries and specific companies are doing. We also tap social networks, our deep professional and personal contacts in your industry, and our reputation for ethical placement.
Q: Do you use paid job boards?
A: Yes and no. We have the subscriptions and access we need, but our experience has taught us what to watch for in a candidate. There is little correlation between those who talk a good game and those who accomplish great things. Charisma alone won’t get the job done. We carefully pose questions that encroach just enough on the candidate’s professional identity to make them “put some skin in the game" taking them out of the realm of anonymity that is associated the web-based recruiting.
Q: What's your turnaround time?
A: It depends, but quality always comes first. For example, unlike many other executive search firms, we vet the candidates up front. We won’t even consider candidates who don’t agree to let us check with a former boss. By checking references at the start, we avoid any last-minute collapse of the search process and having to start over. That protects your time as well.
Q: How hard or competitive is it to get the sort of person we need?
A: We can help to answer that after creating an intial 'target list' and contacting a sample of the list. You’ll receive an assessment report on each and every individual prospect we have contacted, whether they have developed into candidates or not. This will serve as a "snapshot" of the marketplace as well as targeted individual candidate/prospect information.
Q: Who will actually be helping me, day to day?
A: Throughout the process, you’ll work with Tim McIntyre, Founder and CEO of The Executive Research Group. You won’t be handed off to a less experienced staff member. That’s important, because handoffs are when important items most often get dropped or misinterpreted.
Q: What is 'advanced referencing'?
A: We consider referencing so vital that no one gets a dialogue with your team unless our principal has spoken with at least one former boss of the candidate.
Q: Exactly when is the search complete?
A: The search is complete when we have all of the following:
Interview team has a comprehensive and diverse slate of candidates
Interview team is satisfied with the final selection
The new executive starts working and a positive cycle of feedback begins