|
QUESTIONS TO CONSIDER WHEN
SELECTING A SEARCH FIRM
- Does the search firm/consultant
have a solid reputation? Are client references available?
- Who
will actually be doing the work? Who will be representing our
company in contacting potential candidates?
- Is there good initial chemistry
or rapport between us and the consultant who will be doing the work?
- What experience do the
consultants have in our industry? Or with similar types of
companies? Or in the same functional areas?
- Does the the firm have a
proven approach or methodology? How would it be adapted -- if at
all -- for this search?
- How does the firm handle fees
-- and expenses?
- Will the firm tie fees to
time to completion? (e.g. faster completion, higher fee; slower
completion, lower fee)
- What is the firm's policy on
recruiting client executives i.e. "blockage" and off limits?
- Does the firm have a customized
search strategy for our assignment? Have we been involved in
reviewing and providing input?
- Can the firm give us statistics
on completions? Can they also cite situations in which its people
have declined to undertake an assignment?
- To what extent does the firm
provide input on the soundness of the specifications as they relate to:
- a realistic chance of
finding people who meet the stated criteria
- the chances of attracting
the person to the position
- competitiveness of the
proposed overall package
- Overall, is the consultant
willing to raise concerns, potential pitfalls, and anticipated difficulty
factors (without creating excuses)?
- How will the research for
the search be conducted? For example, will Internet-based resources be used
for lower level tasks (e.g. candidate identification) and skilled
consultants used for candidate development?
- Does the consultant explain the
importance of meeting with all key executives of our organization who
will be involved in the search process?
- Will the firm commit to
finishing the assignment, unless mutually agreed to stop work? What
guarantees can we expect?
- Timing
-- When can the firm begin to work on the search? How long does the
consultant estimate the search will take?
- What is the communication
plan? How often and in what way will the consultant keep us informed?
What about unforeseen problems?
- Does the consultant require a
commitment from us in terms of availability for communications and
interviews, decision turnaround time?
- What approach does the
consultant use for introducing candidates: one at a time, as
developed -- or as an entire slate -- why?
- Does the consultant make use of
calibration candidates or benchmarking early in the process for
purposes of mid-course correction?
- How will the consultants ensure
that candidates are presented in a thorough, balanced, and objective
fashion?
- How much guidance will the
consultant provide? When are reference checks conducted? Who conducts
the reference checks?
- How long does the consultant
stay with the process? through final negotiations with the successful
candidate? assistance in relocation matters, etc?
- Does the consultant follow-up
at one or more points within the first year of employment to ascertain how
the new 'marriage' is working?
|
