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Brim Report for
September 2004
Successful Search Process Requires Commitment From All Three
Cs
- by James Brimeyer
A successful executive search process means achieving the best fit for the
organization and the best career move for the candidate. The process of making a
good match from dozens of potential combinations takes a lot of commitment
from the Client, the Candidate and the Consultant.
To achieve a successful search outcome, the goals and objectives of each of the
three Cs must be met. That takes time and commitment. In our experience, the
following approach achieves the best results:
CLIENT COMMITMENT
Adhere to the established search timetable. A timely completion of the process
is in the best financial interests of the organization.
Be thoughtful in defining the position. Have a clear idea of how the position
fits into the overall operating structure of the organization and the attributes
of the position.
Identify the benefits of the position that will make it attractive to
potential candidates.
Take advantage of the interview process to observe the candidates socially,
professionally, and personally. Listen carefully and ask pertinent questions.
Be realistic in your expectations of candidates. Even if the best candidate is
not the perfect candidate, improvements do happen on-the-job.
Remember that candidates are also evaluating the client, the organization, the
community and the position. Avoid over-confidence that all candidates would
accept an offer.
Be willing to compromise on a competitive compensation package. The
negotiation process will set the tone for future work interactions. Be fair.
CANDIDATE COMMITMENT
Apply selectively for positions. Be realistic in applying for positions that
fit your experience and your geographic preferences.
Do not apply for a new position to leverage a counter offer from your current
employer. It is dishonest and unfair to all parties.
Thoroughly research the position and the organization. Read the Position
Profile and visit web sites to gain information.
Talk to the family when applying for a new position. Evaluate the needs and
desires of all family members including spousal employment and geographical
preferences. Disclose all family concerns with the consultant early in the
process.
Follow through with the entire process. You owe it to yourself to complete the
interview process to determine if the position and the location are right for
you and your family.
Assume some risk. Not every aspect of a career move can be predicted or
controlled. Be willing to take a chance on advancing your career.
CONSULTANT COMMITMENT
Develop a Position Profile that accurately reflects the needs the organization
and the community.
Identify position priorities to alert candidates to the important issues of
the position.
Develop a marketing strategy that will attract the most qualified candidates.
Keep an open mind while screening candidates. Consider candidates with
non-traditional backgrounds.
Accurately portray the candidates backgrounds and capabilities to the client.
Share as much information possible with the client and candidate to help them
make informed decisions.
Serve as a third party intermediary to resolve the important details of the
final negotiations with the preferred candidate.
Follow-up Evaluations
A careful search process that results in a successful match does not guarantee
that the relationship between the client and the candidate will be perfect. The
ongoing commitment to an annual performance evaluation will identify and correct
areas of concern before they evolve into insurmountable problems.
The Brimeyer Group conducts the first performance evaluation after six months of
employment as part of our search process. At this stage, we can identify
potential issues early on so that adjustments can be made to keep a solid
working relationship on track.
The Brimeyer Group Assignments
Recent/Current:
City of Barnesville, MN COO, Finance and Administration
City of Sauk Centre, MN City of Administrator
Village of Shorewood, WI Village Manager
Shakopee Public Utilities Finance and Administrative Services Director
City of Owatonna, MN Police Chief
Rice County, MN MIS Director
Liesch Associates Wastewater Engineer
City of Adel, IA City Administrator
City of Hopkins, MN -- City Manager
City of Melrose, MN City Administrator
Representative Searches:
City of Albert Lea, MN -- City Manager
Utilities Plus Director of Administration
City of Forest Lake, MN Director of Public Safety
City of Newton, IA City Administrator
Consulting:
City of Mahtomedi, MN -- Strategic Planning
City of Circle Pines, MN Personnel Consulting
Town of Munster, IN Strategic Planning
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