Helbling has a four-phase executive search process that provides a framework from which we develop diverse and customized strategies to successfully assist our client organizations with their specific talent needs.
Our executive search process begins with a personal meeting to understand your organization – your team, culture, short- and long-term objectives, and issues related to the search assignment. This thorough understanding provides a solid foundation for representing your firm and developing a recruitment strategy that addresses your specific needs.
Working collaboratively with you, we can refine an existing position description or create a new one, defining key competencies and ideal criteria, which will serve as the measure by which both Helbling and your firm will evaluate potential candidates.
Keeping your goals and parameters in focus, we confer with you to create a customized and comprehensive plan to identify, recruit, and attract qualified candidates, discussing resources, geographic range, and compensation level, and how the opportunity will be presented in the marketplace.
Based upon the determined search strategy, Helbling conducts intensive research of candidates, gathering new intelligence, utilizing our industry relationships, and referencing information within our proprietary database. The result of this comprehensive information-gathering process is a preliminary list of professionals to be directly recruited or contacted for referrals, which will grow as we progress through the search and learn of additional candidates.
To conduct a search most effectively, we directly reach out to prospective candidates and have conversations with them. The majority of highly skilled executives are passive and are not actively seeking employment. Our strength lies in our ability to identify and attract candidates who are not looking for new opportunities, but given the right set of circumstances, would consider making a change.
Through an evaluation process that is aligned with the criteria established in Phase One, our consultants gain a comprehensive understanding of each candidate's academic and employment history, as well as personal strengths, weaknesses, personality, intellect, motivations, and management style. While technical skills are important, the right cultural fit is crucial and significantly impacts the placement's long-term success.
As we evaluate final candidates and simultaneously perform initial reference checks, we share resumes, provide consultant comments, and, with you, determine the individuals to interview. We coordinate all meetings, make necessary travel arrangements, and help to prepare you for each interview. If desired, we conduct first round face-to-face interviews to further assess the candidates prior to scheduling meetings with your organization.
Following the first interviews, we provide feedback to all parties, and we conduct formal reference checks on final candidates as subsequent rounds of interviews take place. We speak with a number of individuals to garner information from various angles to ensure that references are thorough and provide deep insight on each finalist.
When you are prepared to extend an offer to the selected finalist, we consult with you to assemble and present an appropriate and attractive compensation package.
Once the final candidate accepts an offer and a start date is determined, we follow up with semi-final candidates who were not selected and inform them that the search has been completed.
To assure mutual satisfaction, we maintain frequent communication with you and the successful candidate for a period of up to 12 months. We are committed to ensuring that the integration of the new executive progresses smoothly, and that both parties' expectations continue to be met and goals are achieved.