Search and Selection Process

Before you choose a recruiting firm, you should be comfortable with its search and selection process. If your recruiting firm relies exclusively on the Internet or an outdated database, it is probable that you will not be able to secure the best talent available. Wise Executive Resources' strategy for success is to personalize the search process to guarantee your satisfaction every time. We question, listen, understand and implement staffing solutions while conducting the entire process in strict confidence. We approach every search assignment with our proven step process.

Define Client Needs

  • Before beginning a search, our consultant obtains a complete search assignment outlining the duties and responsibilities of the position, the qualifications of the ideal candidate, the candidate start date, and the unique culture of the organization.
  • We can offer counseling to you on industry compensation standards and competitors' compensation profiles.
  • Our consultant will also describe to you Wise Executive Resources' four types of searches: retained, engagement, contingency and project, to determine which package fits your particular needs.

Strategy and Research

  • Our consultant plans a research strategy to surface qualified candidates using our exclusive database, strong research staff, the network of MRI offices, and our extensive industry contacts. Research is completed to find top talent with your direct and indirect competitors.

Interviews and Assessment

  • Our consultant personally conducts in-depth interviews with candidates to ascertain if they have the appropriate background, willingness to change careers, and to determine if there is a proper fit with your organization's culture.

Evaluate Candidates

  • From among the candidates interviewed, we then select those few best qualified.

Presentation of Candidates

  • Our consultant then presents a short list of qualified candidates to you highlighting their accomplishments, work history, educational background, and personality fit within your organization.

Client Interview

  • We then arrange telephone, face-to-face, or videoconference interviews between you and the candidates.

Preparation of the Client and the Candidates

  • Our consultant then prepares the candidates for their interviews to discuss the position and organization's needs.
  • The consultant also prepares you, highlighting the candidates' "hot buttons".

Follow-up with the Client and Candidates

  • Our consultant debriefs the candidates first to ascertain the candidates' interest levels in the position.
  • We then contact you to discuss the candidates' feelings and your level of interest in each candidate.
  • The consultant then follows-up with the top candidate(s) to schedule the final meeting.
  • We will also inform the candidates not selected.

Selection and Negotiation

  • Once you make a selection as to the appropriate candidate for your organization, we conduct in-depth reference checks with professional and personal references to obtain additional information on the candidate's qualifications.
  • As a third party with considerable experience in negotiations, our consultant presents the verbal offer to the candidate to assure acceptance and bring about final agreement to the terms of the offer before a formal offer package is sent to the candidate.

Resignation and Counteroffer

  • Resigning from a current position can be a stressful experience for a candidate, filled with pressure from a supervisor to reconsider the resignation and usually a counteroffer. Our consultant educates the candidate on the pitfalls of a counteroffer and helps the candidate prepare a letter of resignation.

Follow-Up

  • As the search assignment concludes, our involvement continues. The consultant follows-up with you to ensure that the new executive is performing well and that you continue to be satisfied with the results of our work.
  • We also stay in contact with the new executive to help ensure a smooth adjustment and fast results.