PRE-SEARCH PHASE 
 Search requisition reviewed and acknowledged
 


Conducts pre-search fact-finding meeting with hiring executive to: 

  • Review hiring objectives, identify special circumstances/needs, and assure accuracy of position description  
  • Determine if a search committee will be used and if so:  
    • Identify, solicit, and confirm individuals to serve on the search committee  
  • Develop Pre-Search Questionnaire (PSQ) 
  • Develops search announcement communication 

 
Announces search and provides (PSQ) to hiring executive and/or search committee 
 
Prepares and distributes to hiring executive and/or search committee summary results of PSQ and Draft of Position Profile to include:  

  • Ideal candidate experience, required competencies and leadership behavioral characteristic priorities 

 
Determines authorized compensation and benefits package to be used in recruiting 
 
Hiring executive and/or search committee edits and approves final Position Profile
 
 
SOURCING PHASE 
Engages in active sourcing of potential candidates to include:  

  • Identifying potential candidates through: 
    • Public and proprietary position list  
    • Referrals from internal and external sources 
    • Response to selective position advertisements 
    • Internet research of noted individuals in position field 
    • Industry networking 
  • Solicits identified candidates and determines level of interest through personal: 
    • Letters, phone calls and follow-up discussions 

 
SCREENING PHASE 
Screens potential candidates through: 

  • Phone screening interview 
  • Results of candidate’s electronic written submission of customized screening questions 
  • Face-to-face interview as desired or required 
  • Employment verification and reference checks 
    • Background and verification check to include: 
    • Education 
    • Required licenses  
    • Criminal history 
    • Public Internet and social media search  

 
LEADERSHIP ASSESSMENT PHASE 
Process confidential leadership assessment results to include: 

  • Authorizing assessment and providing candidate instructions to complete on-line leadership assessment 
  • Reviews assessment results against positions leadership requirements and leadership potential 
  • Confers where necessary or desired with leadership consultant and/or Sr. VP of HR 


CANDIDATE PRESENTATION PHASE 
 
Prepares and presents individual candidate profiles to hiring executive and/or Search Committee 
 
Manages candidate’s first round interviews to include: 

  • Scheduling and making all travel and lodging arrangements 
  • Providing interview guidelines and candidate evaluation tools for use by hiring executive and/or search committee 

 
Manages top candidate(s) second interview to include:  

  • Debriefing candidate to determine level of interest and/or concerns 
  • Debriefing hiring executive and/or search committee to determine candidate selection priority 
  • Scheduling and making all travel and lodging arrangements 
  • Preparing comprehensive agenda to include individual and/or group interviews and where necessary: 
    • Arranging real estate tour, social event and other accommodations customized to final candidate and family needs. 

   
FINAL CANDIDATE SELECTION AND HIRING  
Assist with final candidate selection and hiring as needed to include: 

  • Facilitating hiring executive and/or search committee deliberations 
  • Assisting with job offer formation and/or negotiation to include: 
    • Finalizing employment offer letter or employment agreement 
    • Extending formal offer to candidate 

 
Assist hiring executive with press release and internal announcements 
 
Assist hiring executive with new hire successful onboarding and maintain regular communication with hiring executive and new hire throughout the first 18 months of employment

LEADERSHIP SEARCH METHODOLOGY
WORK PLAN, TIME TARGETS, AND MILESTONES

    Consultants

 Healthcare Management Group 

HMG

Office   (913) 207-0022

​(614) 774-3334

Search METHODOLOGY