Our Process
Assessment and Recruitment Strategy Defined
The first step is to assess your needs and define a search strategy. This process is one of the most important tasks to the executive search process. Our due diligence and needs assessment is detailed and thorough. We meet with senior management and relevant individuals to obtain the necessary information to understand your organization’s objectives, business strategy and corporate culture. This information gathered is used by our firm to create the position profile. Our search strategy provides the foundation for targeting specific industry segments and to identify the top talent in that specific sector.
Candidate Identification Defined
Once we have an agreed upon search strategy we turn to our own resource bank of executives in our proprietary database while researching the executives from our target companies. In addition we will call upon our executive contacts to ask for their input on candidate suggestions. Passive candidates make for the best and most qualified people and referrals from our network are important to the search process, while ensure the upmost in client confidentiality for both the client and candidate.
Draft list and Final Document
Those who are indentified are met with for an extensive interview where they are further qualified. Candidates are assessed for their ability, leadership style and potential fit for your organization. The long list is a comprehensive industry document highlighting the potential individuals for the position. Once the profiles have been presented to you, a select group of agreed upon candidates will make up the short-list and a report will be prepared with detailed bios and resumes prepared for the short listed candidates. The document provides supporting evidence and detailed insight into their motivation for considering the opportunity and seeking a new opportunity.
Candidate Selection and presentation of Offer
The Consultant helps the client work through the decision-making process, with the final decision concluded by the client. Once the finalist candidate has been selected, we will assist in formulating a letter of offer, presenting it to the candidate, and negotiating its acceptance. In this phase, comprehensive reference checks and due diligence are performed.
Croghan& Associates guarantees our service. Should any candidate terminate their employment voluntarily, leave due to misconduct or unsatisfactory performance we will replacement the candidate and continue the entire search process with no additional fees within a one year period not including expenses.
Follow up
Throughout the candidate’s first year of employment, Croghan & Associates keeps in close communication with the candidate during the settling in phase to ensure they are transitioning with ease. We remain a resource and confidant for your new employee and will assist in answering any of their question or concerns while they adjust to their new role within the firm.