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Simply
put, executive search is a means of finding high-caliber professionals in
local, regional or international markets that match your technical
requirements and posses the soft skills required to be successful
contributor within your organization.
Tower's executive
search process brings a value-added
approach to our clients by providing domestic and international
knowledge of the managerial market within each industry. Our researchers
maintain a sophisticated network of relevant industry contacts and
databases of professionals to identify suitable candidates for each
assignment.
As
companies look for experienced professionals in an increasingly tight and
competitive labor market, using a high level executive search firm with
the flexibility to perform retained executive search, contingency search
and total project team staffing assignments may be the only way to secure
the right mix of skills, diversity, experience and cultural compatibility
in a global economy.
Using
a high-quality retained executive search firm like Tower Technologies
ensures: confidentiality, commitment, a willingness to accept challenges,
knowledge of the industry and the ability to secure the best players
within your time constraints.
The Process:
Phase I:
Client Meeting
A team comprised of a Partner, the Senior Recruiter in
Charge of the Assignment and a Researcher will meet with you to gain a
comprehensive understanding of the position requirements and the
environmental culture of your organization. This is to match both
technical and soft skills. Our services at this stage include drafting a
job description ( if required) that combines your needs and desires with
similar position descriptions at competitor organizations. We will also
assess your needs in terms of the organizations you would like us to
target and the level of confidentiality with which you would like the
search conducted. In addition, a M/WBE plan for each assignment is
drafted to assist in uncovering qualified candidates with diverse
backgrounds. Additionally, we will consult with you on
compensation issues.
Research
On
being advised of your requirements and the parameters of the search, our
research department will begin a comprehensive and time-effective search
of individuals that might be suitable. Our process insures candidates of
diversity are included in a search process.
Within a short period of time, sometimes within a few days, you
will be presented with qualified potential candidates with diverse
backgrounds.
Recruiting
The recruiters assigned to this search will contact each
individual on the research list to determine qualifications. The results
of this process are provided to you and candidates that are not a fit
are screened out. Preliminary reference checking is done at this point.
Individuals whose backgrounds and compensation structures are not
appropriate are also then screened out. Only the resumes of fully
qualified individuals are forwarded to you or posted on our Web Site
Client area for you to review. Often many of these candidates are not
actively looking so the team then proceeds in a persuasive mode to
encourage the pool of candidates to consider a career change.
Phase II:
Interviewing
At
this point, the Recruiter will meet with the best candidates, in your
estimation, and provide you with comprehensive profiles, including both
professional and personal information. The client will then interview
only the best two or three candidates for each open position.
Phase III:
Referencing
A
final and more extensive reference check is done for the top two
candidates with a report to the client. The top candidate is then chosen
with a runner-up.
Negotiating
Our
team conducts the negotiating process, assuring an outcome that is fair
and satisfactory and successful to all parties. Taking extra care during
this phase often will make the difference between a short term or a long
term employee.
Types of Search:
Employment Agency
- works on behalf of the
applicant
An employment agency finds jobs for people. The pool of
applicants is limited to those persons who are seeking employment and
have registered with the agency. The agency receives a fee for
successful placement of individuals.
Publication Advertising
- newspaper and magazine ads;
Internet
The
company publishes a print or electronic ad announcing a specific job
opening and the necessary qualifications. Interested individuals respond
by mail, fax, or email. Hiring with this process can save fees, but is
time-consuming.
Contingency Search
- search
firm hired to submit resumes
A Contingency Search is used primarily to staff lower and middle
management positions. A pool of candidates is submitted (sometimes by
several search firms), then the client must review each resume and
conduct interviews - a time-consuming process. The client pays a fee to
the search firm who represents the chosen candidate.
Retained Search
- search
firm works on behalf of the client
Retained
Searches are primarily used to staff senior management positions. Ideal
candidates for these positions are typically not actively seeking new
employment. The search firm is hired to identify potential candidates
who may fit the corporate culture. The firm will contact and interview a
short list of candidates and present them to the client. Retainer fees
are typically paid along with a percent of candidate's salary.
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