Our Approach to Assignments - Search Methodology
The CxSearch Global Partners team understands the difference between recruiting for a position and becoming a partner to secure long-term results. Our proven methodology yields high-performing leadership talent.
Success is in the Details
Assessing, defining and scoping the search, executing a comprehensive process and defining communication points ensure our client’s successful search outcome. From detailed start-up meetings thorough position profiles to weekly status reports with candidate updates to offer negotiations for the final candidate, CxSearch Search Partners is a true partner with each client. Detailed below is an overview of the process each client can expect and trust when they choose to partner with CxSearch Global Partners.
We share a unique methodology in terms of approach to executive search. Our search process involves multiple steps but generally falls into four main phases:
- Strategy
- Execution
- Integration
- Conclusion
Phase 1 - Strategy
Briefing and Position Specification
First phase of the search will involve holding one or more physical or virtual meetings with you and the other members of your organization with whom the successful candidate will be associated. Through these discussions, we gain a clear understanding of the reporting relationships, the responsibilities and the expectations of the candidates. It is necessary to fully understand both the organization and the position to answer the searching questions that we are sure to be asked by the high-caliber candidates. We then develop precise candidate specifications for your approval to ensure that we have accurately and completely identified the personal characteristics and experience requirements of the candidates.
Result:
Submission of Strategy Report.
Phase 2 - Execution
i) Research and Potential Candidate Identification
The second phase of this search will involve an extensive research effort to identify potentially qualified candidates and sources. During this search, we will be using our proprietary database, targeting appropriate companies, sourcing key industry executives and making preliminary contact with potentially qualified candidates. The result of this sub-phase will be the review of a “long list” of potentially interesting candidates. Together, we will select those we feel are worthy of further consideration.
Result:
Submission of Execution Report 1 – Progress Report and Long list Report.
ii) Candidate Contact, Evaluation and Presentation
The second half of this phase of the search involves us contacting these executives and others and screening them for interest and qualifications. We will conduct face to face interviews with the most qualified candidates. Normally we would expect to present a final panel of candidates or “short list” approximately four weeks after the beginning of this phase. For each candidate presented, we will prepare a detailed written report outlining their experience, our assessment of their fit to the position and any issues relevant to their recruitment.
Result:
Submission of Execution Report 2 – Candidate Confidential Report of short listed candidates along with rating / score card.
Phase 3 - Integration
Client Interviews, Referencing, Offer, Negotiation, Closure and Transition Management
The third phase of the search, the selection and closing, although primarily your responsibility for execution, will be orchestrated and managed very closely by us. This will include the coordination of initial and subsequent meetings with you and others as appropriate, the communication of the results of each meeting to you and the candidates, the management and reimbursement of candidate expenses, the development of a strategy for final offer, the management of a thorough reference checking process, the closing of the successful candidate and the management of the transition. This phase can take as long as a month or two, or it can go quickly, depending on your priorities and the availability of candidates for scheduling. Throughout this phase, it is important for us all to remain flexible and creative in terms of the requirements of the position, as well as changing business conditions. Our goal is to communicate with you frequently in order to be aware of such changes.
Conclusion
Throughout the project, we will maintain complete records and promptly communicate our decisions to all potential candidates and sources.
Result:
Submission of Search Report, Search Review and Feedback.
Why Our Search Methodology Works - The CxWay
Customized Solution: Every business is different. We learn your business and tailor the search to your specific needs and cultural environment, screening out mediocre candidates or those who are not a fit.
Deep Industry Research: By collecting and sharing data with clients, we become market experts developing a keen sense of the competitive landscape for executive talent. While others stop with the first slate of candidates, we believe in detailed research throughout the search, so the pipeline is always filled. Our research is conducted internally – never outsourced – to ensure accurate, ongoing, intelligent information.
Collaboration: We believe in teamwork not silos, and that means collaboration in our own firm and with our clients. Our team approach means better, smarter, faster results for you. And our commitment to high-touch client communication means you are always informed.
Agility: We can bring resources to bear on any client’s business on any given day. Large firms can’t move quickly, and small firms don’t always have resources to address the strategic needs of your business. From start to finish, our process and people are aligned to deliver the right candidate at the right time, providing our clients both competitive advantage and speed to market.
Timescale
We will require about 4 weeks for completing Phase 1 and 2, when we will present our final short-list for you to interview. These time requirements will not however preclude us from progressively presenting candidates for your more immediate review should you prefer.
The time scale beyond this point will depend largely on how many people within your organization need to be involved in the interview process and your and the candidates’ travel schedule. Given the tight schedule for this position, We would aim to reach a stage where the final candidate has been identified within four to eight weeks of starting the assignment. If, for whatever reason, the search has not been resolved at this stage we will continue to work towards successfully concluding this assignment at no extra fee.
KMC and Technology Platform
Our success backbone is the comprehensive proactive mapping of passive executive talent across industries and practices that our captive “Knowledge Management Centre - KMC” has built over the years, which is integrated to our technology platform.
Our technology platform automates all processes in the search life cycle using our SEIC methodology, including real time progress report generation. Implements high levels of quality checks of data & process throughout the search, and also enables a systematic workflow with centralized 360 degree candidate interaction and assessment / evaluation history.