Market Shapers Executive Recruiting

First and foremost when we are engaged by a client we acknowledge that we will represent them to the market place, to candidates and other recruiting firms, ethically and legally. We become an extension of our client’s organization. We must uphold the client’s Brand. 

Second, you must uphold our Brand. Please do not put us in a position that you would not want to find yourselves. Please value our time as if it is your own, because it is.

When the client permits us to Partner with them we have great success. This is a major step for both the client and our selves.  All other steps and actions will either be very successful or not based on the client’s willingness to partner. Partnering means – “let the camel come into the tent, not just the nose, the entire camel and have no fear that the camel will stay and be disruptive.”  Treat us as if we are a virtual component of your organization.

Position Description. Permit us to work together to prepare the PD, inclusive of those items that will not be included in the PD, but will assist us in locating and presenting the best candidates. In developing the PD permit the hiring authority to have input and access to us, in concert and in synch with the Human Resource organization.

Processes.  Definition - “A systematic series of actions directed to some end.” We must understand the client’s base line candidate selection processes including, time frames for presenting the short-list and the short-short list and final selection. We must know the names and titles and have the BIO’s of those who will make the final decision as well as those who will influence the decisions.

Responsibilities:  Market Shapers will perform the following services:

1-    We use our proven methodology: Talents, Tools, Techniques and Technology on each engagement.

2-    We will identify all possible candidates in the prescribed time frame and present only the most qualified. 

3-    We will provide clients with marketplace and candidates feedback as soon as we have determined there is a trend or attitude or disconnect between the clients’ requirements and candidate qualifications. It is then up to the client to determine if a change in the PD is required.

4-    Through direct candidate contact, through our external network, through other sources, vet the candidates. Develop a short list to  present to the client.

5-    All short listed candidates must have completed the Position Description Requirements Doc or CR/CQ.

6-    Vet the short list by again speaking with or meeting with the short listed candidates.

7-    Review the CR/CQ with each candidate at a granular level.

8-    If appropriate, based on previous client discussions, discuss compensation, moving, work-life balance, location, career advancement, culture, organization, expectations, time frames and next steps.

9-    Develop a presentation package by candidate to present to the client. Included in the package will be the candidate’s remarks, concerns, expectations and all issues.

10-  Regardless of the length of the search, the client must receive weekly written updates and where necessary weekly oral presentations of work performed.

11-  When a candidate is eliminated we will notify them immediately on behalf of the client and provide as much constructive feedback as possible.

Responsibilities: The client’s organization must perform the following services:

A- Communicate all changes within the organization and call with any changes that directly affect the present search(s).

B- Provide feedback on the candidates presented within 48 hours of receipt of candidate presentation package.

C- Develop a first interview schedule for each short-short listed candidate. And to the extent possible keep the date and times.

D- With or without the external firm develop a series of basic questions for each candidate. Communicate these questions to the external firm so that they can properly prepare the candidate for the interview process.

E- Either move selected candidates forward or not, but communicate to us within a day after the interviews:  the why yes and why nos.

F- When a candidate has been selected for an offer, communicate this offer to us first. Explain the offer and secure our understanding of the offer. It should have already been determined whether the client or Market Shapers will deliver and negotiate the offer and whether the offer has flexibility or not and if so where. Recall that when the client considers the external firm a “Partner” this process will go very smoothly.

G- When the candidate accepts the offer it should be conditional on certain reference checks and possible client tests. It is paramount the client re-checks the candidate references or have a third party, other than us as we already have, check the references provided by the candidate.

Candidate On-Boarding. When the candidate is on-boarded keep us in the loop to any issues. We cannot support you if we do not understand there is an issue with the candidate. Nor can we support you if the candidate calls with issues and we cannot secure information to support your position.

Out of Scope Candidates. When we understand your business and issues we are in a much better position to support your organization(s). Partnering permits this to happen. When Partnering happens there will be candidates that we know of, or source, or call us that may be a fit for your other resource requirements. Permit us to speak to you about these candidates and work with us to determine if they are a fit or not.

Glass Conduit. When we are permitted to act as a “Glass Conduit” between you, our client and candidates we all succeed with maximum results.

We have been able to work with great clients and candidates. The main purpose of this Best Practices article is to share what we have found to be solid techniques, methods, experiences and activities that when directed properly succeed.