Executive Search Strategy

The following are the detailed steps of Carmichael Birrell & Co.'s executive search methodology:

Step 1: Up Front Client Research

The objective of this step is to allow Carmichael Birrell & Co. to further scope out the project and develop an in-depth understanding of the qualifications and fit characteristics necessary in the ideal candidate. The consultant conducts fact-finding meetings with the client and meets with all individuals who will influence the hiring decision and/or who can provide insight into the position. We, in turn, contribute our advice and counsel to help refine the search objectives. This exercise allows us to design a customized and focused research strategy on each assignment.

Step 2: General Overview/Position Outline

In this step, Carmichael Birrell & Co. prepares a detailed document summarizing our understanding of the client organization, the position and the ideal candidate attributes based on the information gathered from our activities in Step 1. This document is critical to the success of the search, as it emphasizes major responsibilities and highlights key priorities, while describing the subtle nuances in a candidate's background that would make for an ideal fit.

Step 3: Sourcing Candidates

Carmichael Birrell & Co. will implement a customized, comprehensive research strategy to identify candidates with the required skills and qualifications. Targeted candidates will be contacted and screened as to their qualifications and interest level.

It is our role to maintain a delicate balance between thoroughly screening a candidate's background and selling the challenges in order to create interest in the opportunity. Professional persistence with a hesitant candidate can often make the difference between success and failure on a search. At Carmichael Birrell & Co., we are careful to recognize the difference between a highly motivated individual and a highly capable one.

Step 4: Progress Reports

Throughout the recruiting process, we are in regular contact with our clients and will set mutually agreed upon dates for accomplishing major steps in the search. A written progress report detailing the backgrounds of all candidates approached is submitted, which illustrates the benchmarking that has occurred on the project.

Step 5: The Candidate Interview

The objective of this step is to develop a comprehensive understanding of a candidate's experiences, competencies, exhibited behaviors and specific accomplishments.

Confidential personal interviews are arranged with only the most highly qualified candidates to discuss the client's requirement in depth. This thorough interview incorporates behavioral interviewing techniques, which allows us to ascertain that the proper skillsets and 'fit' characteristics (i.e. personality, culture, etc.) are evident. Customized interview guides to extract pertinent information on the candidate's background are developed for each specific project, and to ensure consistency, all candidates are taken through the same set of questions.

Step 6: Selection of Candidate Short-list

Carmichael Birrell & Co., in consultation with the client, will typically isolate three to five short-listed candidates per project. We will provide thorough resumes and detailed evaluations on all finalist candidates. The evaluations include highlights and excerpts from the in-depth candidate interviews and serve to sequester any concerns or issues that the candidate would like to have tabled in client meetings. Additionally, we will often have finalist candidates prepare candidacy statements highlighting their qualifications. These documents are often insightful in that they truly illustrate which candidates have grasped the key issues of the mandate.

Step 7: Facilitating Offer Negotiations, References and Effecting Closure

Once all of the candidates have been presented for assessment and a finalist is selected, we remain very involved in the process by assisting with sensitive compensation package negotiations.

Confidential reference audits are strongly recommended to verify candidate work history, leadership capabilities, management style, academic credentials, etc. Reference audits should ideally be conducted by independent reference verification specialists, who can objectively uncover and report the information required. We endorse specific organizations that provide this service.

Step 8: Managing Candidate Transition and Follow-up

Carmichael Birrell & Co. continues its consultative role once the search is over, ensuring that the selected candidate successfully resigns from his/her present position and that he/she transitions into the new environment as smoothly as possible. Within the first 12 months of employment, the consultant will maintain frequent and regular contact with both the client and candidate to learn of any issues that may require attention.