1. Develop a Position Specification

The specification will include the position title, reporting relationships, professional background and work experience, personal characteristics and educational levels of an ideal candidate, as well as the duties and responsibilities of the position. The Position Specification would be prepared by us from information given by client executives who have key relationships with the position to be filled. The Position Specification assures the client that we understand fully the position and requirements of the person to be located.

2. Identify Potential Candidates

Since individuals with the desired qualities are usually not actively looking to move, they must be sought out. Accordingly, it is our practice to research institutions in the industry and to use a direct approach in locating individuals who match the Position Specification and who have demonstrated good track records of accomplishment and success. This process is designed to yield several qualified candidates to compare and evaluate competitively against each other.

3. Interview Candidates to Make Assessment

Candidates are evaluated to determine their overall suitability as a member of the client's team. The more suitable candidates are thoroughly interviewed to obtain an in-depth understanding of their accomplishments, capabilities and potentials. The candidates are further evaluated to determine any limitations they would bring to the position. In this phase, we make some valued judgments about the individual and his/her likely candidacy before disclosing our client's name, thereby ensuring maximum discretion for the client and protection in the marketplace about the types of individuals being considered.

4. Present Best-qualified Candidates to Client

We generally prepare a comprehensive report on each candidate for interview within the initial 2-3 weeks. Normally, the client follows up the initial interview with additional meetings to select the successful candidate. Final selection and the offer of employment are usually made by the client. We are prepared to assist in establishing the final terms of employment as requested.

5. Conduct Reference Checks on Successful Candidates

It is our practice to speak directly with individuals who are, or have been, in positions to evaluate the candidate's performance on the job. Confidential written references summarizing the information provided by third parties will be presented on the final candidate. To protect a candidate's confidentiality, reference checks are generally performed only after the client has expressed a strong interest in a particular candidate. We are prepared to assist in establishing the final terms of employment as requested.