Executive Search Process

Executive Search Process

Our Search Process

C.O.O. Services - Search distinguishes itself with a rigorous and systematic search process that enables us to identify, attract, qualify and recruit the most suitable candidates. Although the process is tempered by our Principals’ insight and judgment, the core methodology is repeatable, measurable and consistently successful.
 
The initial phases of the process achieve aggressive market penetration. After establishing the criteria for choosing and evaluating candidates, we conduct in-depth research and painstaking sourcing, including making inquiries within a vast network of personal contacts. For a typical assignment, our consultants may contact a universe of 200 or more people. From this, emerge potential candidates, many of whom may not be actively searching for a new position. When you work with C.O.O. Services - Search, the leadership of your industry will be made aware of your position, as well as individuals responsible for similar functions in other markets.

Thorough candidate evaluation and validation narrows the pool to those who best fit the position, and C.O.O. Services - Search Principals actively participate in final selection and compensation negotiation. Our conclusive project consulting is not complete until the candidate is onboard and you are satisfie
Analyzing the Situation 
The Position - Defining the position, its objectives and challenges, critical success factors through a thorough benchmarking process; determine range of compensation and benefits 
  • The Client Organization – Identifying the client’s dimensions, business plan, vision, strategy and organizational culture; gather collateral promotional materials 
  • The Candidate – Compiling the candidate requirements and qualifications from the benching marking 
  • Logistical Factors - Defining and establishing any extenuating circumstances, relocation or confidentiality issues
 
Developing the Strategy 
  • The Recruitment Message – Creating a compelling message for presentation of the opportunity to the market; 
  • The Sourcing Mechanism – Identifying candidate sources, including directories, membership lists and centers/persons of influence for referral; primary targets 
  • Measurable Goals – Establishing a timetable with measurable and achievable goals
 
Soliciting the Candidates 
  • Sourcing - Contacting and corresponding with industry sources and targeted candidates 
  • Client Communications – Collaborating with the client on solicitation results
 
Evaluating the Candidates 
  • Presentation of Candidates – Presenting an extended list, mutual ranking of contenders with the cultural fit, fine-tuning the search and winnowing less qualified and less suitable candidates 
  • Search Consultant Interviews – Conducting in-depth face-to-face interviews to assess, evaluate and recommend finalists 
  • Candidate Evaluation – Conducting reference checks; DiSC; preparing written candidate report(s) 
  • Client Interview – Facilitating client interviews with the finalists

Completing the Search 
  • Candidate Comparison – Selecting the superior candidate 
  • The Offer - Structuring and tendering a written offer; curing unresolved issues 
  • Candidate Acceptance – establishing employment start date; resignation from previous employee
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