The Critical Nature of the Search Process
When faced with a leadership transition, organizations must consider whether to partner with an executive search firm to conduct the search for their next leader....
When faced with a leadership transition, organizations must consider whether to partner with an executive search firm to conduct the search for their next leader. And while there are many attributes to consider when assessing a search firm for potential partnership, one of the most important is the search process. The most seasoned search firms have perfected their process over years, even decades, of experience, with careful consideration of their clients’ needs and aspirations for leadership. The attention to detail search firms are able to provide clients throughout the search results in a process that will bring forth the strongest candidates, mitigating risk and ultimately leading to a successful placement.
There are logical steps to follow when develop a search process. However, each organization is different and each position is different, requiring a unique approach to each search engagement. Through our experience over 50 years of executive search, we understand that an approach tailored to each organization’s individual needs ultimately leads to the most successful results for our clients. We also understand that there are core aspects of a search to include in each engagement.
When evaluating a search firm’s process to assess if it will fit the needs of your organization, the following steps are critical.
Develop an understanding of the client’s needs: Thorough startup meetings are one of the most essential phases of the process. This early step ensures an understanding of the client organization, as well as their leadership needs and goals for the new leader. This will include meeting with organizational leadership, but could also mean listening sessions with additional stakeholders, such as direct reports, community members, staff, and supervisors, among others. A search firm must take this step in order to fully appreciate the needs of their client and construct a process truly fitted to each individual search.
Source and recruit the strongest candidates: The recruitment phase is a highly customized part of the search process, and one that the best search firms take very seriously. This is not a time to merely pull from a list of candidates from previous searches; instead, it is a time to actively engage the market, consult with contacts in the industry, and apply information learned from the startup meetings. Particular attention should be given to recruiting a diverse slate of highly qualified leaders. Your search firm should have a history of conducting inclusive searches and promoting the value of leadership diversity. These attributes will truly define this process and produce a slate of candidates suited for each unique client’s needs.
Recruiting candidates is this first stage of this process. It is the responsibility of the search firm to also screen each candidate, ensuring their serious interest in the position and potential for success, assessing their skill and experience, and identifying any potential risks with their candidacy. Consultants must take this vital step before presenting candidates to the client organization.
In addition to recruiting and screening capabilities, managing the candidate experience is an integral part of the search and will carry on to all future phases. The search firm must be a source of information to candidates, able to answer the inquiries, manage confidentiality issues, and keep them engaged throughout the duration of the process.
Assist in managing interview processes: Search consultants must be experts in executive search processes, which includes managing interviews. Consultants should assist in facilitating candidates either onsite or through a virtual process, developing interview questions and sharing evaluation methods the client, and providing feedback after each stage of interviews. This high touch approach to search provides a greater likelihood of a successful process as well as candidate and client satisfaction.
Mitigate risks in hiring: Top organizations understand the importance of due diligence in an executive hire, especially if it will be a highly publicized process. One of the most important steps a search firm can take in a search process is to mitigate the risk associated with a hire. When evaluating a firm, their due diligence processes should be noted: Do they verify employment/education? Do they review public and media sources for mentions of a candidate’s previous successes or failures? Do they conduct thorough references with multiple contacts, including supervisors, colleagues, and direct reports? Careful attention to these processes illustrate a firm’s commitment to due diligence, as well as their commitment to producing the strongest slate of candidates for their clients.
An added step in a firm’s due diligence process is the availability of leadership assessments to gauge an executive’s institutional and cultural fit with the organization to ensure a long-term success. WittKieffer strongly encourages our clients to obtain leadership assessments on finalist candidates. These focus on skills, personality, and leadership potential through the most advanced, science-based leadership assessments.
WittKieffer offers this added service through our partnership with CMA Global, Inc., a preeminent executive assessment, onboarding and coaching firm.
Advise on negotiation process, leadership transition and onboarding: Managing a candidate’s experience extends to the negotiation phase of a search, and the most experienced search firms will be well versed in seeing a search through to its successful conclusion. This should extend to assisting clients in meeting candidate expectations when it comes to salary, benefits and relocation needs, while understanding that these negotiations vary for each search and are highly tailored to institutional and placement needs.
In addition to finalist negotiations, the most qualified search firms understand that a search does not end with a successful placement. Transition planning and onboarding services ensure the placement can quickly and effectively assume responsibilities and have a positive impact on the organization. Staying in close contact with the client organization and the placement, especially during the critical first year of employment, is an attribute of an executive search firm that signifies they truly care about their clients and the industries they serve.
Work with a search firm to create a process that works for you. Again, it is always important to keep in mind that each search process will be different, across industries, organizations, and even positions within the same organization. Now more than ever, tailored search processes are critical to predict success for an organization and a placement. And the best search firms will work with you to achieve this success.
If you would like more information on our firm and how we would work to address your leadership needs, please click here to speak to one of our practice leaders. Additionally, if you would like more information on our executive assessment and onboarding services, please click here.
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