E X E C U T I V E S E A R C H P R O C E S S S T E P S, D O C U M E N T A T I O N A N D O V E R A L L P R O J E C T M A N A G E M E N T O F AN A S S I G N M E N T
8
WEEK 1 2 3 4 5 6 7 8 9 10 11 12
Search request
Confirmation of request
Detailed briefing: Developing KPRs *
Clarifying PM **
Defining search strategy
Target company matrix( agreed with client), basis: KPR
Market screening / initial contact or preliminary interviews by telephone
Specifications( agreed with client) regarding candidate information: documents for candidates with information on the client anonymous), on the task and requirements,- as preparation for a personal interview
Competence guidelines( internal): translating the candidates ' required intellectual, professional and social skills into non-directive questions => project-specific, standardized guidelines to objectively clarify whether criteria have been fulfilled in telephone and personal interview
Personal interviews conducted by Heads! consultants
Introducing selected candidates through means of a written report
Confidential reports( for client): Management summary structured according to competence clusters( intellectual, professional, social), tabular CV to aid comprehension Status reports( for client): approx. every 2 weeks, or whenever confidential reports are sent: Summary of dates, relevant stages, career development, fulfilment of KPRs, comment: Comparing / ranking candidates
* Key performance requirements( KPR)
** Project management( PM): Designating persons responsible for scheduling, both from the client and consultant side. Who receives the confidential reports? Who on the client side conducts the first and subsequent presentation interviews? How is feedback exchanged? What is the minimum number of candidates that the client wants to see? Are slots already available for presentations?
*** To ensure an efficient search process, we rely on the client’ s support, especially with regard to scheduling candidates, exchanging feedback( within 24 hours after the interview) and quickly agreeing on next steps in the decision-making process. We will continue to look for candidates until client assumes contract negotiations with selected candidate( s).
Initial presentations, usually together with consultant
Follow-up presentations, with consultant if required
optional: Formal competency assessment
Formal assessment report to support decisions
Reference check
Documenting open and / or closed references
Project completion / contract negotiations
Accompanying integration
30 July, 2013 C O N S U L T I N G T E C H N O L O G Y OUTSOURCING