Search Process
The SIMA® Retained Executive Search Process
Step One: Orientation to SIMA®-Powered Retained Executive Search
We provide all stakeholders in the hiring decision—management, selection committee, board—with a thorough orientation to our process, and explain how our approach distinguishes us from other search firms.
Step Two: Developing the Critical Position Requirements® and Opportunity Profile
Before we even think about how to find candidates for the position, we first build a comprehensive understanding of your company and the particulars of your situation, as well as the unique nature of the position in question. We regard this step as essential to the search process. In order for us to assure the right job-fit and a positive outcome to the search, everything depends on clearly identifying the critical skills, abilities, and competencies—both "hard" and "soft"—that the ideal candidate must possess. This step is particularly crucial when we are conducting multiple search assignments.
This discovery process involves in-depth interviews with key individuals from your company who can help us understand "who you are" and what sort of person you need. We will ask questions that help us determine the Critical Position Requirements (CPRs®) of the position—that is, the key behaviors that are required to successfully satisfy your company's expectations for the role. We also want to gain insight into the management structure surrounding the position, as well as your corporate culture.
The CPR®s guide our candidate sourcing and screening efforts, and ultimately become invaluable in the final selection decision. (The CPR®s are an internal document, and are not shared with potential candidates.)
Another key document that we custom-craft from our initial interviews is the Opportunity Profile (OP). The OP is a marketing tool that tells your company's story and advertises the position in the jobs marketplace. In the competition for talent, it is critical that the company and the position are positioned strategically. We write the OP in such a way that the most likely and most desirable candidates are instinctively drawn to apply, while undesirable candidates are turned away.
Step Three: Review and Approval of the CPRs® and OP
Prior to launching the search, we go over the Critical Position Requirements® with you to ensure that they accurately capture the key behavioral criteria you are seeking in the ideal candidate. We also solicit your approval on the Opportunity Profile.
Step Four: Candidate Research
The actual search begins by "sourcing" candidates, which means developing leads to individuals who might be interested and/or might be worth pursuing. This involves tapping our extensive, established network of SIMA® International partners throughout the United States and around the world. We look in the obvious places, but we also search creatively and strategically in some less obvious quarters. By that means we manage to ferret out exceptional candidates, some of whom have likely not even been looking to make a transition, yet become intrigued with the opportunity we present on your behalf.
Step Five: Screening, Qualifying, and Interviewing Candidates
Initial candidates are interviewed and screened closely for competence, education and training, background and experience, integrity and character, references, and a record of their past performance as corroborated by peers and competitors. This first round of screening also involves a preliminary appraisal of the individual's likely motivational pattern, using our SIMA® process.
Step Six: Candidate Review
We will provide you with regular, timely updates as we research and initially screen candidates. You will have an opportunity to look over the prospects (on paper) and discuss with us their education, experience, and credentials, as well as our opinion as to their likelihood of fitting into the job. We take particular care throughout the process to ensure that you have all the information you need for making the best possible decision.
Step Seven: Candidate Interviews
Final candidates will be presented to go through your company's interviewing protocol. We work with your decision-makers to prepare for those interviews, advising on areas to concentrate on and helping you devise questions and interviewing strategies that will yield the information you need. We also work with each candidate to ensure that they are prepared to present themselves in the best possible light, and also ask pertinent questions that will enable them to make the most prudent career decision.
Step Eight: Motivated Abilities Pattern (MAP®) Reporting and Analysis
We conduct an in-depth SIMA® interview of the final candidates. A Motivated Abilities Pattern (MAP®) report is produced for each one. That report, in conjunction with the CPRs® that were developed in Steps 2 and 3, provides a very strong prediction for how a given candidate will actually work in the position—before you make a final decision.
Step Nine: Facilitating Acceptance of the Offer
We work with the candidates throughout the search process to help them think through key issues and set expectations relative to the compensation package. Ultimately we help to facilitate the successful candidate's acceptance of your company's offer.
Step Ten: Follow Up
As your company's trusted partners and advisors in the search process, we seek to develop an outstanding working relationship with you, as well as with the successful candidate. And through our involvement in such a key decision, we develop considerable understanding of your company, of your leadership team, and of your new hire. For those reasons, we continue to make ourselves available to you during the first several months that the new person is on board. We want to ensure that everything gets off to a great start.