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Our
Executive Search process is a simple five-step process
1. Requirements Assessment &
Job Specifications
We work with the client in understanding the requirements of the
position the client is trying to fill. We understand the company,
its products/services and the type of clients it sells to. For each
position, we analyze the required set of skills and experience,
reporting structure and identify the other characteristics required
for the successful candidate. Based on these discussions we typically
prepare a written job specification detailing the job requirements
and responsibilities. We also prepare a “cheat sheet”
describing the company and its strong points. We use these two documents
to guide the search process.
2. Research & Candidate Identification
The documents generated in the first step are shared with the search
consultants and the recruiting staff at Niwa. We learn more about
the company’s products and services by researching our database
and other publicly available documents. Our recruiting staff and
the search consultants work together and identify the potential
candidates who will be good fits for the job specification. We look
for potential candidates in our own large database as well as identify
the companies to source them from. Our candidate selection criteria
include – companies candidates have worked in, successful
products/services delivered, job history, level and amount of responsibilities
handled, Awards/Patents/Commendations received, Educational Background.
3. Candidate Interviews
and Evaluation
Once we identify the candidates, we conduct exhaustive interviews
with them to understand their background as it relates to the position.
We evaluate them on the basis of general fit as well as specific
requirements. Our interview criteria include – Overall fit
in terms of the candidate’s background and job specs, Communication
Skills, Overall Personality, Executive Poise, Specific Job Requirements,
Cultural Fit and the Quality of References. We understand what the
candidates are looking for in a new position and why they are looking
for a change. We also ask the candidates their interest not only
in the position, but also in the company and the overall technology
space the client is conducting business in.
4.
Presentation of Candidates & Client Interviews
The output of our interviews with the candidates is a written report
of the overall profile of the candidate relevant to the job specification.
We then present 3-4 candidates with the written report as well as
a copy of their resume for the client’s review. We work with
the client explaining the backgrounds of each of the candidates
presented, their pros/cons. We then help in organizing and co-coordinating
candidate interviews with the client. After the candidate interviews,
we talk to the client and the candidate to gather the feedback.
The client feedback on the candidates is used to fine-tune the search
and if more candidates are required, we resume the search using
the feedback and present more candidates.
5.
Candidate Selection and Completion of the Search
Once the final candidate is selected by the client, we talk to the
candidate’s references in detail to get more insights into
his qualifications, experience and capabilities. The comments collected
from the references are presented to the client and reviewed. Niwa
can assist in structuring the candidate’s compensation package
as well as help in completing the compensation discussions with
the candidate. After the candidate starts working at the client,
we again talk to both the client and the candidate to make sure
that the integration of the candidate has been successful.
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