Executive Search & Talent Acquisition Consulting
Methodology
Search Process Method
- A detailed Talent acquisition plan is prepared describing a sequence of events tailored to the decision-making requirements based on objectives and priorities of the client.
- An Talent acquisition appraisal and analysis of the current company situation and marketplace environment is made. This covers matters such as resources, relationships, culture, challenges, problems, and above all, risks. Then, detailed position and candidate specifications are prepared based on interviews with principals of the client.
- A comprehensive market research is done to target those companies and network contacts that would generate qualified candidates.
- Qualification of candidates is done through filtering by functional fit, cultural fit, and the candidate’s desire to leverage their career.
- A written profile and evaluation of leading prospects from the qualifications is presented, the interview process is organized, and reference checks are conducted.
- Once a candidate is selected, John will assist in the compensatory negotiations and any other issues regarding the hiring of the individual. After the completion of the search itself, John will perform continuous follow-up to ensure a smooth transition.
- Contact is maintained post-hire to ensure smooth transition, effective integration, and mutual satisfaction.
Search Process
- Search Plan
- Appraisal & Analysis
- Market Research
- Qualification
- Selection
- Negotiation & Hiring
- Post Hire
Client Benefits
- Over 40 years Executive Search and consulting experience
- Direct industry contacts. No Administrative Researchers, Junior Associates, or outside contractors used in direct recruiting process
- State-of-the-art contact information systems
- Periodic search reports
- Detailed client appraisal & candidate position specifications
- Nationwide presence & industry contacts
Direct Search Advantages
There are many excellent reasons to engage a Search Consultant. John Phillip’s clients most often mention the following:
Objectivity. The Search Consultant’s judgment is free from personal bias.
Discrimination. Search Consultants can approach high caliber candidates that a client company frequently cannot approach due to issues of propriety, confidentiality, conflict of interest, etc.
Candidate Population. Search greatly expands the known field of potential candidates, by including passive candidates and direct targeted recruits.
Value-Added Expertise. Expert counsel is provided regarding key evaluation criteria, such as helping define specifications, providing comparative assessments, and in the completion of thorough reference checks.
Client Benefits from JRPS&C
- Network of contacts developed over 40 years and maintained by the ENCORE database software system
- Consistent candidate qualification process
- Written candidate profiles
- John Phillip used for all client updates, communications, and firsthand search process exposure
- John Phillip provides continuity of contact through the recruiting process with targeted candidates
- Direct industry experienced qualification process
- Continuous information on the search progress available
- Improved communication between client and firm
- Customized Position Specification
- Geographic focusing
- Accurate industry compensation barometer
- John Phillip is “hands-on” for all stages of the search process
Talent Acquisition Services
John Phillip provides Talent Acquisition consulting services utilizing his 40 plus years of Executive Search experience. This experience includes the management to completion of over 2000 executive level search assignments and numerous strategic Talent Acquisition projects. John is a member of the global professional and academic expert resource network, the ROUND TABLE GROUP.
- Search Process Design
- Internal Employee Evaluation
- Board Consultation
- Industry Talent Comparisons
- Providing a Search Perspective to Growth Initiatives
- Effective Candidate Targeting Process
- Future Talent Tracking
- Candidate Comparisons
- Interview Process and Question Design
- Overseeing other Outside Recruiting Sources
- Guiding a Consistent Message Presented by the Executive Interviewing Team to Targeted Candidates
- Effective Segmenting and Timing of the “Selling,” Qualifying, and Closing Processes for the Targeted Candidates
- Third-Party Compensatory Advice and Negotiations
- Company Sponsored Individual Senior Management Outsourcing
- Post Hire New Employee Transition
Additionally, John will consider providing consulting services on an individual basis and for non-competitive Executive Search firms.