Philosophy & Approach

What We Offer Our Clients

Ten Steps for Managing the Search Process

Much has been written about the importance of "human capital" in meeting strategic and tactical corporate objectives. This is certainly not a new concept: since the dawn of time, it's been impossible to run a successful enterprise without the involvement of productive and creative human beings.

At e-Staffing, we approach human capital from a quality standpoint rather than a quantity standpoint. Simply filling staffing voids no longer cuts it at the executive or individual contributor level.

When times are good, shortcomings at key positions in a company are frequently concealed. When times aren't as good, a candidate's "fit" in an organization becomes less a trivial issue, and depending on their position in the firm, will ultimately determine the fate of the organization.

Unfortunately, top quality candidates are increasingly difficult to find, and the competition to attract and keep them is intense. Many of these candidates are also finding greener pastures as independent contractors, knowing that they may better leverage their skills as an autonomous entity.

For organizations on their toes, identifying, evaluating, employing and retaining top performing executives and key professionals is regarded as an activity of the highest priority. That said, the health and success of the organization is inextricably linked to the thoroughness and quality of this effort.

Recognizing that recruiting a quality executive is a time-consuming and complex undertaking, organizations of every type and size increasingly are outsourcing this activity.

With our extensive network of talent, e-Staffing is uniquely positioned to provide our clients with professionals who have established records of achievement and success. The bottom line is e-Staffing's ability to play a key role in your continued success.

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What We Offer Our Clients

Time and Cost Savings

Executive search is both a science and an art which requires full-time commitment. Management can concentrate on what it does best while the consultant handles the research, pre-screening, travel, interviewing, negotiating and related detail.

Objectivity

As outside consultants, we can be objective in our evaluation of the client’s needs and provide insight on the kind of candidate who will make a good “fit” with the client’s corporate personality.

Confidentiality

As professionals, we conduct the search assignment confidentially and with discretion. A client’s identity is not revealed unless genuine interest has been expressed by both parties.

Wider Choice of Qualified Candidates

Because of our third party relationship, and by combining thorough research with our recruiting techniques, we are able to identify and approach top-quality, employed candidates confidentially. This is far superior to more traditional recruiting methods.

Judgment and Expertise

In the course of handling hundreds of search assignments, we have accumulated agreat deal of information, knowledge about industries, companies and people, about compensation practices and executive selection criteria. Our consultants bring to the search process judgment and perspective honed by many years of intense learning.

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The Ten Steps for Managing the Search Process

The Search Process is an exacting, highly specialized management technique. Just as no two individuals, jobs, or companies are the same, so no two searches are the same. This uniqueness demands a methodical, disciplined approach to identify, evaluate and present the most qualified candidates.

Depending on the type of service engaged and the level of the position, e-Staffing, the following steps are taken during most search assignments:

1. Meeting with Client to Discuss Assignment
Perform a situational analysis to learn about:
	Position to be filled
	Business philosophy
	History of company
	Working environment
	Products and services
	Corporate objectives
	Changes in the organization
	Past problems
	Strength/limitations of subordinates
	Internal and external influences
	Corporate culture
Tour of facilities to learn about:
	Physical layout and operation
	Suppliers
	Customers
	Competitors
	Union relations
	New product development
	Key people
Discussion with client on goals and expectations:
	Agreement on timetable for conducting search
	Review with client terms and conditions of search assignment
	Execution of Letter of Agreement
2. Development of Position Specifications
Organization
	History and description of organization
	Specifics about this division or affiliate
	Product lines or services
	Sales volume, profitability
	Number and classification of employees
	Past, present and projected rates of growth
	Short and long-term plans that could affect incumbent
Position
	Title and reporting relationships
	Reason position is open
	Objectives or results expected to be achieved by candidate and time frames
	Specific responsibilities, authorities, accountabilities, functions and duties
	Operating policies, practices and rules
	Future growth opportunities for candidate
	Other performance standards by which candidate will be measured
Candidate Requirements
	In development of specific, practical and comprehensive specifications essential vs. desirable elements should be considered
	Educational requirements
	Description of experience essential to enable candidate to achieve objective and meet desired performance standards
	Degree to which candidate must be qualified in other areas of management
	Additional desirable experience
	Familiarity with industries, product lines, markets, functions and geographic areas
	Description of personality and style that executive would probably have to succeed in position
	Appearance, presence and interpersonal skills that might be desirable
Compensation
	Executive compensation will be influenced by the requirements of the position, demand for qualified candidates and the potential contributions of the candidate employed. It is usually comprised of base salary, incentive compensation, fringe benefits, perquisites and equity compensation.
	Review of internal compensation range and possibility of adjustment based on needs in future
	Structure of compensation package
	Determination in advance, degree of flexibility in offering to compensate a candidate for losses such as vesting rights, stock options and deferred compensation and in offsetting benefits, perquisites and privileges currently enjoyed that may not be available in new organization
	Comparison of bottom lines after taxes
	The effective use of up-front bonuses
	Policy of company regarding relocation…benefits, expenses and spousal counseling
3. Research
	Development of search strategy…best approach to identify, attract and select candidates
	Identification of search universe, including industry contacts, directories, data bases, trade and professional associations, professionals and industry publications
	Search files, media sources and contacts in the academic community
4. Candidate Contact and Evaluation
	Telephone contact and direct mail
	Preliminary assessment of qualifications and interest
	Follow-up with information about the organization and position specifications
	Further evaluation of candidates based on written information provided by candidates
	Preliminary review with client of candidate possibilities
	Review with client of activities, successes or problems
	Client apprising consultant of views or changes that may have occurred in needs
	Discussion with client on consultant’s findings with regard to current compensation trends
5. Interview Process
	Preparation of travel schedule
	Personal interview of candidates by consultant
	Verification of original information provided
	In-depth examination of candidate’s background
	Assessment of personal chemistry and career aspirations
	Elimination of individuals who are not as strong or motivated
	Identification of the most qualified candidates, measuring their experience, motivation, performance and personality against requirements of client organization
	Apprise client of findings
6. Candidate Recommendation
	Preparation of written presentation for client on each candidate
	Consultant will arrange personal meeting either at client’s office or another location, depending on confidentiality required
	Finalists will be invited to client's facilities and may meet with other executives before an offer is extended
	Consultant will go through a debriefing with both client and final candidates and suggest exchange of further information as appropriate
7. Reference Checking
	Following interviews with client and expression of mutual interest, expanded reference checking will begin. This is normally a joint effort between search consultant and client
	Psychological evaluation, background investigation and physical examination can be part of the final selection process, depending on the client’s preference
8. Offer Negotiations
	Within the guidelines set by the client, the consultant as an advisor to the client organization and intermediary to the candidate, will conduct the basic negotiations with the finalist(s) to pave the way for reaching a mutually favorable agreement
	The consultant, in coordination with the client, will assist the candidate in family concerns associated with housing, schools, or other relocation considerations
	Final decision and acceptance of offer are reached between client and candidate
	Confirmation in writing is customary
9. Termination of Search
	Notification of candidates not employed that client has selected the individual for the position, and thanking them for their cooperation
	Close out all files and conclude any administrative activity associated with the search
10. Follow Up
	Upon a candidate’s acceptance of an offer, the consultant assists the new executive in making a smooth transition into the client organization
	With the client’s permission, the consultant stays in touch with the client and the executive to assess progress and to anticipate and avert any potential problems of adjustment where possible

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