Our Approach
The Product is Our Process In the world of executive search, a thoughtful and logical approach should produce satisfying results for both the employer and the new employee. Recognizing the effects of a well-planned search process on the desired outcome, The Brimeyer Group has sharpened and perfected a course of action that we believe achieves the best possible results in delivering the finest candidates for the job as well as a highly desirable job for the candidate. We strive to be flexible and responsive to our clients’ requests using the following components as a foundation. 1. Development of a Position Profile A Position Profile illustrates the organization and describes the basic responsibilities and duties of the position, reporting relationships, education requirements, and experience necessary for satisfactory performance. In developing a Profile, we meet with the hiring authority, appropriate staff, and other interested parties to discuss the role and responsibilities of the position to be filled. We may often speak with 25-40 people to gather this information, which is then developed into a Profile and approved by the hiring authority. The Profile serves as a consensus document for the organization and as a recruiting tool to interest candidates in the position. Profiles appear on our web site at www.brimgroup.com and provide a direct link to the client’s website. 2. Location and Recruitment of Candidates We conduct a comprehensive program to identify and recruit candidates from comparable organizations that have appropriate backgrounds and areas of knowledge. The position is marketed in professional journals, newsletters, and on the Internet. We recruit candidates using our substantial contact lists, assembled from 15 years of previous searches and updated for each assignment. We then direct mail Profiles to 200 to 300 potential candidates. We may also directly recruit candidates by telephone. 3. Evaluation and Comparison After the recruiting process is completed, we schedule interviews with the most promising individuals. During this phase, we assess the individual’s qualifications, accomplishments, and suitability for the position. Our in-depth evaluation will cover issues such as work experience, education, professional development and achievements, career objectives and philosophies and interest in the specific position. We narrow the initial list of potential candidates to 15-20, then meet with 80-90% of the candidates for a one-to-one conversation. The remaining are interviewed by telephone. 4. Progress Report Following the screening we provide the client with a Progress Report highlighting the 8-10 most qualified candidates. This report includes education and work history, accomplishments and growth potential, strengths and possible limitations. We meet with the client to review these candidates in detail. On the basis of this review, the client will select the finalist candidates they would like to interview. At this meeting, we discuss compensation issues and ask the client to set guidelines on salary and other benefits. We establish a schedule for interviews and determine interview events. At this time, we will address media requests and the timing for release of appropriate information. 5. References and Credential Checks Prior to the interviews, we will conduct reference checks. It is our practice to speak directly with individuals who are, or have been, in positions to evaluate the candidates' job performances. We concentrate on work related references provided by the candidate and in select cases, we may also make “informal” inquiries with our contacts within the related industry. Additionally, we verify the credentials of finalist candidates by checking education, criminal, and credit data. 6. Assessment Finalist candidates may be further evaluated through a self-assessment tool called the DiSC Behavioral Management System. This program provides an in-depth assessment of personality, management style and strengths of each candidate and gives an insight into working effectively with each candidate. The results of the DiSC assessment have been favorably compared to reports generated from a one day psychological evaluation. 7. Interviews and Selection Our preferred interview process consists of four parts and is designed to provide maximum information to the client and the candidates. • Meet with the staff, tour of the community, and meet with school representatives and realtors • Informal reception with the hiring authority • Individual one-on-one interviews with the hiring authority • Formal interviews with hiring authority A representative of The Brimeyer Group will be present at the interviews. 8. Negotiations One of our most essential services is our participation in employment negotiations to secure the desired candidate. We are highly successful in accomplishing an employment agreement that is satisfactory to the both the client and the candidate – often an emotionally difficult task without the help of a third party. 9. Performance Evaluation At your request, we will assist in conducting a performance evaluation after six months of employment that will result in a Work Program for the selected candidate to complete over a 6-12 month timeframe. The Brimeyer Guarantee We offer an 18-month guarantee to clients who utilize our complete process. Should the client determine it necessary to terminate the candidate due to failure to adequately perform the duties as specified in the Position Profile, we will refill the position for expenses only.