Our Search Process

Executive Recruitment For Middle Market To Fortune 500 Global Companies & Regional CPA Firms To Big 4 Firms.

Step 1: Needs Analysis– Understanding Your Hiring Objectives

Understand why your position is open (retirement, promotion, dismissal, etc.)

  • What types of candidate skills, characteristics, personalities, etc. have worked best in the past or that you are seeking in new candidates.

  • Understand your organizational culture and interdepartmental relationships.

  • Discern what you want the person to accomplish in the first 3, 6, and 12 months on the job, so we can recruit candidates with previous performance in those areas.

  • Understand why people like working at your organization and why a star performer would want to work there. Star performers have choices. Their motives and reasons for changing jobs are usually different from the average employee. How you engage and treat them must be different too.  What are the benefits of working at your organization? What would they get to do? How will this position help them grow professionally? Describe the resources available to help accelerate their career.

  • Obtain collaboration and agreement upfront from your interview team. Once we have the job’s concrete goals and expectations in hand, we will run them past everyone who has a say in the hiring process. The interview team must have upfront agreement on these objectives. This will save you valuable time and frustration by making sure everyone is on the same page.

 

All this time and effort at the very beginning of the process allows us to serve you better by being able to have a deeper level of conversation with candidates, as well as the ability to better assess their skills and experience for you. With detailed information available, candidates respond better to our initial conversations and become much more engaged and interested in wanting to talk to you.

Step 2: Develop a Recruiting Plan & Search Execution Strategy

Before writing a job description, we help you start with the end in mind. Traditionally there is too much focus on just listing skills and years of experience. By describing the job in terms of what needs to be accomplished and the long-term career opportunities, the skills become a subset of performance.

  • We ask you to think into the future and ask yourself: “What would life be like a year from now if I hired the right person for the position?” Write down everything the person would have accomplished a year from now to prove it.

  • This paradigm shift requires you to visualize what you expect the person to successfully accomplish within the first 30 days, 90 days, and the first year. Specifically, how do they need to go about accomplishing those goals for you to determine that you have selected the right person? This line of thinking gets you more focused on what needs to be accomplished instead of what an “ideal” candidate would look like.

  • This approach prepares you to describe clear performance objectives rather than just emphasizing skills.

We find that when engaging star performer candidates, they need to understand the work required and the opportunities available at the company before they will seriously consider a job move. We help candidates focus on the opportunities your company offers and not just the open job.

Step 3: Contact, Recruit & Screen Prospective Candidates

We source candidates through various methods including our extensive database, industry contacts, referrals, and original sourcing calls.

  • We cast our net as wide as possible.

  • We identify and interview the most promising individuals assessing credentials, motivators, career objectives and achievements.

  • We present only skilled, energetic, well-matched candidates for the position who reflect the culture of your organization and team

Step 4: Interviews and References

Within eight to ten weeks of the beginning of the search, we provide a pool of highly qualified candidates, including a detailed written analysis of each person and a report of our extensive reference verification in order to streamline the interview process for our clients.

  • We provide a graphical grid that allows our clients to see how the candidates compare and rank in various expertise and personality areas.

  • The client selects candidates to interview.

  • We prepare an interview schedule, and, if desired, provide clients with a core issues topic and question outline to guide initial and final interviews. We also brief the candidates to facilitate productive conversations and make the best use of valuable time.

  • Clients report that the comprehensive nature of this phase sometimes dramatically reduces the time they have previously spent interviewing candidates in past searches.

Step 5: Pre-Offer Negotiation and Preparation

Our goal is to create a win-win outcome for both you and the candidate.

 

  • As an objective third-party, we are in the ideal position to assist you in determining the appropriate compensation package and structure an offer that will work for the candidate of choice.

 

  • We offer experience, insight and counsel to help facilitate communications regarding salary, benefits, and relocation issues. We are highly effective in identifying any obstacles or underlying issues.

 

  • We reconfirm compensation criteria, revisit counteroffer and start date availability with the candidate.

Step 6: Conclude Search & Follow Up

We find an organized onboarding process is critical to starting out a good relationship between the company and the candidate so we work with you to ensure that an onboarding process is in place or is followed if one already exists. We then stay in touch in order to support both our client and our candidate.

I have used Steve Crane at Touchpoint Search for the recruitment of two senior Finance roles at Xeros Inc. and, on both occasions, he has quickly produced high-quality candidates. 

Paul Denney, CFO, Technology Group

162 Seven Farms Drive Suite 235,

Daniel Island, SC 29492

(339) 224-6010

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