Search & Selection Process
The five steps that lead to your goals.
At NorthWind Partners, we believe a successful search is a partnership between an involved client and experienced search professionals. We begin by listening, apply the knowledge gained to launch the research process, identify potential candidates, manage the interview process, ensure the final negotiations culminate in a successful hire and stay with the candidate through the critical first year of employment to assure success. Our industry expertise, nimble size, quality practices and relationships help in every step.
This is where we differ from most executive recruiting firms. We feel it’s the most important part of the search process. If we don’t understand the need and qualities you seek in a candidate, the search will not produce the desired results.
- Conduct a thorough needs analysis, which typically requires time with the senior executive and immediate leadership team, to obtain critical tangible and intangible information. This includes strategizing on how to attract candidates from your top competitors, as well as providing guidance if search parameters or candidate expectations need to be tempered to provide a realistic outcome based on the condition of the market.
- Build a profile of the ideal candidate against which we screen potential candidates, which may include possible internal candidates. On request, we can interview your top-performing employees as part of the screening process. Prepare a written document detailing the ideal profile and a strategy for presenting the opportunity to candidates. Obtain your approval.
- Consult with you on industry compensation standards and construct a compensation model.
- Assemble a project team and launch marketplace research. Examine direct and indirect competitors as well as identify companies that employ candidates possessing the skills and experience you seek.
- Submit the list of targeted companies and candidates for your review and approval.
The search is where our experience provides unmatched value. We have the resources and unique ability to identify and engage top talent across the market. We perform complete due diligence on every search (unless otherwise instructed) to include our own network, referrals, and thorough marketplace research.
- Conduct comprehensive telephone interviews with candidates using behavioral based interviewing techniques to ascertain crucial qualifying factors
Do they have the appropriate background?
Do they have the capacity, maturity, and adaptability to succeed in the role?
Are they a cultural fit?
Do their career goals align with a move to this position? - We typically conduct face-to-face interviews or meet with potential candidates via video conferencing.
- Present a short list of highly qualified candidates who have successfully passed the screening process (this can also be a rolling process upon request).
- Submit the resumes and summaries from qualifying interviews with selected candidates.
This step will determine if we have a match. By this point, we have significantly increased the potential for success by understanding your needs, screening candidates against that criteria (as well as through a performance-oriented prediction method), and presenting those candidates who best meet your requirements.
- Arrange and coordinate the initial interview between you and the candidate. This interview may be by telephone, face-to-face or videoconferencing at your direction.
- Prepare the candidate for the initial interview by briefing them on the agenda, your priorities and expectations.
- Prepare you for the initial interview, drawing attention to the candidate’s particular goals and aspirations.
- Debrief the candidate following the interview to capture their initial thoughts and concerns.
- Debrief you and discuss preliminary conclusions. Professionally release any candidates not selected to continue in the process.
- Arrange and coordinate second interviews and discuss particular areas of concern.
- Debrief both you and the candidates following the second interviews. Professionally release any candidates not selected to continue in the process.
- Conduct professional reference checks through a 360-degree reference process (including indirect references from companies, clients, bosses, direct reports, and peers) and provide written summaries of those interviews.
Experience makes all the difference at the negotiating table. Our 30+ years of experience managing delicate negotiations will add tremendous value and help you avoid costly pitfalls. Our goal is to create a win-win outcome for both you and your candidate of choice.
- Verify earnings and negotiate an acceptable compensation package.
- If desired, provide educational verification, credit history, motor vehicle records, drug testing and other appropriate background checks.
- Communicate verbal offer of employment to the candidate of choice to help ensure acceptance.
- Consult with the candidate and resolve resignation and counteroffer issues.
- Confirm the start date and obtain written confirmation from the candidate.
The period between acceptance of an offer and the start date is a critical time for a new employee and it’s crucial that they remain connected to the new company during their transition phase. This is also when we conduct a post search debriefing protocol to evaluate the completed search and results.
- Onboarding - Remain in contact with you and the candidate through the start date and initial employment up to 12 months after hire. This is the most critical period guaranteeing longevity as candidates are vulnerable in transition. We work to keep them connected and comfortable with their decision.
- Conduct a concluding interview with you to ensure the project was completed to your satisfaction.
- If acceptable, request a reference letter and permission to use your name for reference purposes.