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The Clayton Edward Group
204 Fair Oaks Lane
Winston Salem, NC 27127
Phone: 336-764-0606
Executive Search & Recruiting Services Since 1991
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- Introductory Consultation, Research & Briefing
Prior to commencing an assignment, we review our client’s
market niche, including its products, competition and
environment. In consultation with the client, we gain an
understanding of the client organization, culture,
current/future dynamics and the position to be filled. Often,
our experience with previous assignments within the industry
we serve, and our perspective, enable us to assist clients in
assessing the demands of the position, the qualifications of
the individual who can best fit it, and the client’s
expectations in light of the realities of the marketplace.
- Drafting & Approval of Position Specification
Once an agreement is reached regarding the requirements of the
position and the background of the ideal candidate, we prepare
a Position Specification, which is reviewed and approved by
our client. The Position Specification communicates the
requirements of the opportunity, as well as, the desired
objectives to be accomplished, serving as a “blue print” on
which the search is built. The Position Specification may be
shared with prospective candidates and a select group of
individuals who are in a position to recommend outstanding
prospects. Confidentiality is maintained in this sharing of
information (as required).
- Formulation of Search Strategy & Research
We then formulate the search strategy best suited to produce
the best-qualified candidates for the particular assignment. A
project team is assembled to research target industries and
companies drawing upon both public information and on the
substantial resources of our own research development and
proprietary database of the metal stamping/assembly industry.
- Consultation With Industry Sources
Through extensive sourcing with executives who can
recommend individuals in the relevant industry and
disciplines, as well as, like-type scenarios where the skill
set is transferable, we develop leads to prospective
candidates who might otherwise be hard to identify.
- Candidate Sourcing/Recruitment
The project team conducts an extensive process of initial
contacts with prospective candidates. Utilizing the Position
Specification guidelines to qualify the fit, we conduct
detailed phone interviews with those prospects who appear to
be best qualified for the position. The project team evaluates
their qualifications, verifies educational status and conducts
initial reference checks.
- Generation of Short List for Personal Interview
The project leader, upon reviewing the recommendations from
the project team, conducts personal interviews with the top
rated candidates. This meeting is a re-qualification of
skills, interest in opportunity, personal motivations and
potential shortcomings, as well as, a detailed discussion on
commitment to change, financial requirements clearly defined,
and any related hindrances to accepting a position with our
client. Of equal importance, the project leader sells the
qualified candidate on the opportunity.
- Introduction of Candidates to Client
The final candidates that emerge from the interview process
are then introduced to the client through a detailed Candidate
Presentation. This report presents factual information about
the candidate’s current job, responsibilities, relevant
experience, accomplishments and background. It also offers our
subjective assessment of the individual’s qualifications for
the specific position.
- Interviewing of Candidates By Client
Interviews are scheduled between the client and candidates.
Participation in the interviewing process by a member of the
project team is encouraged. If the search requirements so
dictate, the client’s identity is not revealed to the
candidates until this point.
- Final Reference Checking
When the final candidate is identified and both client and
candidate express strong interest in working together, we
complete final references to review the candidate’s leadership
abilities, integrity, technical competence, achievements and
personal characteristics, as well as, any subjective points of
relevance as requested by the client.
- Negotiation of Offer & Acceptance
During the negotiation stage, our outside perspective and
recruiting experience enables us to provide recommendations to
our client on the structure of a compensation package
calculated to attract the finalist. By serving as an
intermediary, we can often work out details that may have a
significant bearing on the final acceptance or rejection of
the offer.
- Follow-Up
Although the recruiting process is complete when an offer is
accepted, we have found it helpful to stay in touch with the
client and the successful candidate during the transition
period. We counsel the candidate on counter-offers and assist
in the preparation of a professional resignation from his/her
existing employer greatly diminishing the potential for a buy
back. Furthermore, as a policy, over the next year or longer,
we continue our dialogue with the client and successful
candidate so that we may be helpful in anticipating and
averting potential problems of adjustment.
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