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METHODOLOGY

You can’t search effectively in an industry if you haven’t worked in the industry.

Search is a combination of ‘art and science’. The ‘art’ is the ability to recognize talented people. The ‘science’ is the ability to know how to find them. Both take experience.

NEEDS ANALYSIS:

Before starting an assignment we invest time to understand our client’s needs and their corporate culture.

Experience allows us to help our clients clarify and evaluate those needs.

JOB SPECIFICATION:

Developing a job description can only be done by understanding a client’s business. We will work with our client to write the job description and identify the competency and experience required.

CANDIDATE IDENTIFICATION:

Our network, our experience and our resources – including our proprietary database - allow us to quickly identify the best candidates. Discreet and courteous contact with those potential candidates will qualify their interest and qualifications.

OUR INTERVIEW PROCESS:

Identifying the right candidates takes experience. This is our responsibility.

Before presenting a candidate to a client we interview the candidate to determine skills, knowledge, achievements and career goals.

The best indicator of future performance is past performance. Therefore, the relevant experience, past behavior and cultural ‘fit’ of each candidate must be objectively evaluated.

THE INTERVIEW:

Upon completion of our evaluation process, we prepare a detailed summary of the candidates who meet the criteria.

Only qualified candidates are presented to the client. If required, we can assist clients through their interviewing process, including the creation of interview templates.

REFERENCES:

Once the client deems a candidate is suitable but before an offer is extended, we recommend at least three reference checks to substantiate facts and verify performance.

We conduct the references using an agreed-upon, pre-established set of questions, and then provide the client written verbatim responses.

THE OFFER:

The ‘Offer of Employment’ and subsequent negotiations are best handled by the client.

If a client asks us to act as the negotiator or facilitator, we will do so, recognizing we will always represent the position of the client.

FOLLOW-UP:

Upon completion of a search we re-contact each candidate to thank them for their participation.

Candidates not selected must leave feeling positive about the process, and most importantly, the client.

PROMISE TO CLIENTS:

Throughout a search we are representing our client in the marketplace; therefore, the way we conduct the search and treat candidates is a direct reflection on that client.

We treat everyone during a search with respect and confidentiality. We will represent you professionally and with integrity.

PROMISE TO CANDIDATES:

We are committed to confidentiality and your privacy. A job change is one of the most important decisions in your life and making the right move is critical to your career.

Our role is to guide you through the process so you make the right decision for you.

We value our relationships and promise to take an interest in your career development, treat you with dignity, respect and most importantly, honesty.
Thank you for your interest.

Submit resume to markewicken@markwicken.com