Ekman Associates’ Search Process
While the CV/Resume is an important initial factor in a candidate’s introduction, this is only the beginning. Ekman Associates augments the interview process by deeply inquiring beyond the normal scope of questions. We dig deeper into the candidate’s authenticity and their internal attitudes of coping with complex situations and scenarios to reveal the “ideal candidate” for each client.
For all clients, we apply our high standards of ethics and professionalism to qualify those candidates most likely to succeed in our clients’ environment. We proactively maintain an ongoing conversation with each client and candidate as we move through the following successful recruitment phases.
Phase 1 - Due Diligence
During this phase, we conduct extensive research on the client corporation, utilizing professional research publications, Wall Street research reports, our client's website, current news releases, earnings announcements, and annual reports. We then meet with our client to enhance our knowledge base and initiate the process of conducting due-diligence on the specific search assignment. Based on this information, we will ascertain our client's idea of the "ideal candidate," in terms of skill sets, personality, executive presence, and cultural fit.
Phase II - Materials Development and Plan of Action
After collaborating with our client, we develop a position description that accurately reflects the core competencies required for this role in addition to specific skills and traits required. We will create our search strategies and tactics based on a customized approach tailored to each client.
Phase III - Candidate Development and Initial Screening
Utilizing our network and search expertise, we will develop the initial pool of candidates. During this process, we quickly ascertain the candidate's ability and desire to re-locate, his or her willingness to enter a rigorous search process, and determine whether or not they have the core competencies to initiate their individual search process.
Phase IV - Candidate Interviews
We conduct a minimum of two phone interviews, in combination with a video conference or in-person meeting for candidates that will most likely be considered for the final panel. Our interview process is extensive and not only includes traditional interview questions, but we add a number of "case study" scenarios that test the candidate's ability to think on their feet. This allows us to see how a candidate reacts under pressure without the benefit of preparing for the question. It also gives us the ability view their "executive presence" in difficult crisis situations.
After this process, we will have a good idea of the candidate's cultural fit, skill set match, executive presence and overall ability to exceed the client's expectations.
Phase V - Are we on the Same Page?
This is a critical juncture in the search. We will send a few resumes of the "top" candidates to the client for review. We take this opportunity to discuss why we feel these are the best potential candidates and our client is able to provide feedback. This phase allows to us to fine-tune the search parameters and provides for an efficient search process. The goal here is to maximize our client's input without having to take giant steps backward during the later phases of the search.
Phase VI - Candidate Panel Development and Review
We develop a panel of between 4-6 candidates for our client to review. We will supply the candidate's resume as well as an extensive candidate evaluation form that discusses in detail the reasons why we feel each candidate is well-suited for this role. This document will also include salary history, reporting structure history, job transition strategy and career growth strategy. This allows us to be prepared to discuss each candidate in detail.
It is important to note that we are constantly screening and sourcing candidates. This process never stops. If the first panel does not produce a successful candidate, we will be ready with additional candidates.
Additionally, each individual will be monitored on a consistent basis as to any changes in desire, re-location issues, or any other factors that could jeopardize their candidacy.
On a continual basis, we make sure that the candidates are fully aware of the compensation parameters, thus reducing negotiation issues at the end of the search.
Phase VII - Candidates Interview with the Client
We work with Human Resource Departments in scheduling interviews, travel arrangements, etc. We make sure that each candidate is well-prepared for the interview, leaving very few follow-up questions for our clients. We obtain feedback from each candidate on how they viewed their interview process and if they had additional follow-up questions for management.
Phase VIII - Choosing the Ideal Candidate
Our client typically participates in selecting the finalists and ultimately, the ideal candidate. We will conduct formal referencing and tie up any loose ends as needed. Our goal is to have several viable candidates that can exceed our client's expectations in terms of their skill sets, with the major decision depending on cultural fit within the client organization.
Phase IX - Making the Offer
This is the point in many searches where the entire process breaks down. Before a candidate arrives at this point in the search, we will have professionally managed his/her expectations in terms of compensation. The client will also have a solid understanding as to the salary requirements and history for the finalist, which is provided very early in the search process.
We recommend that Ekman Associates aids in the offer development and presents the finalist with a verbal offer, reducing any potential conflict between our client and the candidate. We can then fine-tune the offer as needed and proceed to the written offer as the final step.
Phase X - Follow-up
On a quarterly basis, we conduct follow-up calls with our client and successful candidate. If needed, we are there to help to rectify any issues or concerns.