LEADERSHIP SEARCH METHODOLOGY 
 
WORK PLAN, TIME TARGETS, AND MILESTONES 

 
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 

SEARCH METHODOLOGY