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| The Eileen Finn & Associates search discipline
not only identifies the ideal skilled professional but also the
executive
who will best fit with the client’s organization and culture.
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This discipline has been
developed over the years – based on the high expectations of
our clients and candidates, our commitment to uncompromising standards
and our emphasis on bringing added value to every assignment.
In most cases, we present a slate of qualified candidates within 15
days and complete the search within 60 to 90 days. |
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Ongoing Overview of the Market |
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We follow the marketplace to identify the best executive
training grounds, changing human resource roles, new skills required,
compensation trends and top executives in the field. This translates
into efficiencies throughout the search – we know where to find
the outstanding talent you seek. |
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Understanding Your Business |
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Before our first meeting with you, we have
already researched your company, your management team and the market
pricing for similar positions; created an initial search strategy;
and begun a list of the key sources we will draw on during the search.
At our initial meeting, we gain perspective on your current business
environment, leadership team, culture, skill requirements and history
behind the search. We focus on what will make a truly great human
resources executive for your specific company, how human capital issues
are linked to your business strategy and what it will take to make
a meaningful contribution to your business.
From this discussion, we develop a formal search proposal and search
specification for your approval. |
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Recruitment Approach and Tools |
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One of our firm’s strengths is our
ability to grasp the complexities of the organization, the cultural
nuances, and the skills, background and personality that will result
in the right fit. This requires an in-depth understanding of the core
competencies needed for the position.
Before beginning the search, we prepare and present to the client
our core competency inventory, which we use as a roadmap during
interviews to point us toward the winning candidate. We also work
with our clients to help facilitate any formal behavioral testing
or assessment tools. |
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Your Representative in the Marketplace |
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We understand that by taking on the
search, we have become your advocate in the marketplace –
and must represent the company and the opportunity as if we were
a member of your senior management team.
At the same time, because of our extensive connections throughout
the human resources community, we bring you valuable feedback about
your company and marketplace perceptions. Our clients depend on
us for our objective advice, trusting that we will provide a straightforward,
confidential assessment of the competitive landscape. |
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Active Recruitment and Interviewing |
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The thorough research we perform –
to identify a full list of sources, target companies and potential
candidates – draws on our extensive knowledge of the marketplace
and our understanding of your unique company and culture.
As we start to develop a slate of qualified candidates, we conduct
initial
references and in-depth assessment interviews. In this way, we
make sure
that we are presenting only those candidates who have the right
background
and experience, are in synch with your corporate culture and strategy,
and
will make major contributions to your business. (As a member of
both the
Association
of Executive Search Consultants and the International
Association for Corporate & Professional Recruitment, Eileen
Finn &
Associates values the strong relationships it has built with candidates
over the years and follows the candidate guidelines established
by the two
organizations.) |
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Ongoing Communication with Client
and Candidate |
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We keep in close contact with both client
and candidates throughout the process. We want to be sure that we
have answered all your questions about the candidates, their backgrounds
and their credentials so you can make the decision that is right for
your company – and that candidates are excited about the career
potential this new position offers. |
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Due Diligence |
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During the course of the search, we complete
references and, frequently, conduct additional follow-up interviews.
Because of the strong relationships we build with candidates throughout
the search, final negotiations typically go smoothly. The fit and
interest have already been thoroughly evaluated. |
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On-boarding |
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On-boarding starts once the offer is accepted.
We make weekly calls – and encourage the hiring executive to
do the same – to touch base with the successful candidate. This
helps maintain personal contact and starts to create a transition
to the new organization. Once the search is completed, we continue
to follow up with the client and the new hire to make sure that both
are benefiting from the relationship. |
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