Our experience has demonstrated that the partnership developed between our firm and our client is key to all successful engagements. Our consultants develop a thorough understanding of the position and client organization by meeting with the hiring executive, members of the senior management team, and the board or search committee as appropriate.

We suggest spending the better part of a day on site at the organization to gain a firsthand perspective of the operation and, if possible, meet personally with management team members and other key constituents at that time.

The result of this work will help us better understand the technical requirements of the position as well as understand the unique personal/cultural profile needed to develop the position description. Once the position description has been developed we ask our clients to confirm the specifications for the search.

Using the position description as a guide, our consultants create a list of organizations where qualified candidates will likely be found. We then create a targeted list of potential candidates utilizing personal networks, our extensive database of talent, as well as on-line and publication resources. We then proactively approach potential candidates with our client’s opportunity.

We evaluate the candidate’s qualifications and accomplishments as well as cultural fit through a series of in-depth telephone interviews. Once we have determined the “short list” of top potential candidates, we conduct a “Partnership Desk Review” with our clients so that they may evaluate these candidates.

When we have narrowed the potential candidate list, we then meet face-to-face with the candidate to corroborate our initial assessment and to conduct a behavioral learning interview to collect information on past experiences in order to predict likely future behavior in similar situations. By combining the key attributes of our client’s culture with the leadership attributes required for individual success, we then employ The Recruiting Architect® assessment methodology to determine those individuals who best match our client’s culture, personality and beliefs. We then conduct preliminary reference checking and perform educational and professional credentials checks. We will also obtain the following from a third-party vendor, Kroll Background America: employment history check, criminal record check, civil record check, social security trace and drivers license verification on finalist candidates.

Typically, it takes approximately eight to ten weeks to introduce a strong candidate field once the search is underway. Our clients are given a search timeline at the beginning of the engagement, and are kept continually apprised of our progress through direct contact as well as bi-weekly email updates.

We conduct a client survey within 30 days following the successful hire to determine our client’s satisfaction with our performance throughout the search. Anderson & Associates also conducts regular bi-monthly candidate performance reviews with the client throughout the first two years.