For Employers
Successful
managers surround themselves with solid performers. Successful managers are
not only good at what they do but also understand how to work with others.
As Jim Collins wrote in his best seller, "Good To Great", managers who want
to transform their businesses from good ones to great ones first need to get
the "right people on the bus" in order to drive it in the right direction.
When faced with an open staff position, a good manager ensures the necessary
steps are taken in hiring a new team member.
At JDS Executive
Search, we take the time and effort needed to learn about the company and
the manager as much as the job description. Managers who invest the time to
discuss their company, their opportunity, and their management style with us
find that the candidates we qualify and present are the "right people" for
the job.
Our search process is what separates us from other executive search firms.
Our Search Process — It's Value to You
As a hiring manager, you are looking to find high-quality
people to meet the challenging goals you are responsible for. Not only do
you want to hire the best, you also need to employ them as quickly as
possible. Sales budgets are not adjusted for open territories or lost
opportunities. New product introductions or other key projects are not
delayed or cancelled because of open positions in your organization. At JDS
Executive Search, we are a valuable resource for finding, recruiting, and
qualifying talent for growing companies in a timely and professional manner.
Here are the elements we focus on in our process with descriptions of how
each brings value to you:
Defining the Need: We listen first to understand your needs and goals.
Before we begin any recruitment effort, we spend the
necessary time meeting with you and your managers to fully understand:
·
The responsibilities and goals of the position and why the position is
currently open
·
The product line involved and the types of customers you sell to
·
The background/profile of an ideal candidate and why that background is
important to the success of the company/candidate
·
The compensation plan — its structure and its incentives
·
The managers as people — personality, management style, goals
·
The company's mission and goals
All of this information helps us in determining where and
how we go about our search process. The time spent in obtaining and
understanding this information is critical.
Planning the Search: We develop and implement a search plan to talk to the right candidates.
Based on the information gathered from you and your
managers, we put together a list of companies that sell or market products
in a similar way or to the same marketplace. We then determine who in their
company has responsibilities similar to your open position. We also put
together a list of candidates that we are already aware of. Once this is
done, we begin making calls to these candidates and present the opportunity
to them. This usually encompasses 100-200 phone conversations out of which
we generate qualified AND interested candidates.
Selling the Opportunity: We market both the position AND the company to candidates.
We effectively market the position you have to offer and
the company's products, strengths, and future growth. The best candidates
want to work for successful, growing companies. When we talk to candidates,
we are selling the company as much as the position. Communicating an
opportunity in a professional manner attracts the better candidates or
motivates them to give us referrals of other good candidates.
Finding a Good Fit: We determine if the background and accomplishments of each interested candidate "fits" the position and the company.
Our job has only just begun when we identify interested
candidates. At this juncture, we begin discussing their employment history,
accomplishments, and educational background. In doing this, we are also able
to judge their oral and written communication skills and create a profile of
their personality and personal goals.
We do this in two steps. First, we have multiple
conversations with them over the phone. We measure and evaluate both their
qualifications and their level of interest and why they would consider a
change. Second, we meet with each candidate face-to-face (for a local
position) at our office. For non-local positions, we utilize video
conferencing or multiple phone conversations to properly evaluate the
candidate. We evaluate not only what they tell us but how they tell us. We
compare their personality with the type of personality your managers have
and are looking for.
We only present candidates to you who we feel have genuine
interest in the position. Why do we feel we can accurately qualify
candidates? Our ability comes from the time we spend accurately defining the
need you have and the experience we have ourselves as managers in the
corporate world. Because of our experience, we are able to understand the
need from your perspective as well as our own. We can put ourselves "in your
shoes".
Presenting the Candidate: When we determine a candidate is well qualified, we forward their information to you.
Along with sending you the interested candidate's résumé, we also include a ‘Candidate Profile’ for each submitted candidate. We believe the ‘Candidate Profile’ is the key differentiator in our search deliverables. It is a detailed review covering the candidates’ history with the most important experiences that you deem vital to job success, this ‘Candidate Profile’ gives the hiring manager extraordinary insight into each candidates background, both professional as well as personal.
From our thorough interview process to our summary of a
candidate's background via the ‘Candidate Profile’, the value you gain from
JDS Executive Search is much greater than when you simply receive a résumé
or call a candidate from an ad on Monster.com or other job boards.
Helping in the Decision: We provide help in the "offer acceptance" phase.
Usually, it is our experience that candidates do not accept
on the spot and take a day or two to think over a job offer. During that
time, a number of things can derail an acceptance, such as guilt, remorse, a
feeling of uncertainty, misunderstanding of the offer itself, or a counter
offer. We discuss the offer with the candidate, reminding them of what the
offer and the company provides them that they were attracted to in the first
place, or helping them compare it to their current position or other offers
they might be considering. This phase can make or break the acceptance, so
we make sure that there is a clear understanding of the benefits of the
position and of your company. We communicate to you any remaining concerns
or questions that the candidate might have that could result in a turndown.
Following Up: We stay involved with candidates AND hiring managers after the candidate starts with your company.
The first three months of employment is the most critical
time for a new employee. This is when miscommunication, lack of
communication, or differences in expectations can affect evaluations of the
job or the employee. We make sure through conversations with the candidate
and the hiring manager that these problems are avoided. Both candidates and
managers are highly appreciative of our staying involved in the early
stages. It makes for a smoother start in a new company.
Investing the Time: We save you valuable time by performing all of these important steps for you.
As a sales manager, your focus needs to be on managing your
existing sales force and having all territories covered to generate a level
of revenue that exceeds your budgets. As a marketing or operations manager,
you are being measured on getting projects done well and on time. We can
take the recruitment and qualification burden off your shoulders. You can't
afford to take the time to implement the thorough search process. We do that
for you. And we find you the best talent available that fits your need.
We hope you understand the value of our services and the
benefit we bring to enhancing your organization. Your return on this
investment will come quickly as a result of hiring the right people for the
right job.
We look upon our relationship with your company as a
partnership. We want this partnership to be long term. We only succeed when
you succeed.