Hampton Consulting

SEARCH PROCESS

Our multi-step search process includes:

I. Initial Consultation & Strategy Discussions

Conduct initial discussions with client to determine position requirements
Execute a signed engagement letter
Interview all parties tied to the hiring decision; clarify mutual understanding of ideal candidate's professional qualifications and personal attributes needed in position

II. Development of Candidate Booklet & Position Description

III. Research & Development of Search Strategy

Integrate a multifaceted approach to recruitment. Includes using Hampton Consulting proprietary database, networking with known industry contacts, printed reference materials and on-line resources
Identify likely pools of talent, from direct competitors to "out-of-the-box" sources
Develop target list of appropriate companies to contact
Confirm search strategy and target list with client

IV. Identification & Assessment of Prospective Candidates

Approach known industry executives and networking sources to identify appropriate candidates
Conduct multi-phase interviews with prospective candidates
Identify best candidates to be presented to client
Conduct informal references on presented candidates, verify education credentials, and confirm industry licenses and other stated credentials

V. Candidate Interviews

Create resume and multi-page candidate profile on each candidate presented to client
Prepare client for interviews with candidates
Prepare candidates for interviews with client
Act as liaison to client and candidate to facilitate scheduling, travel, etc.
Garner feedback from both client and candidate regarding reaction to interviews and meetings
Communicate further interest and issues to be discussed in subsequent interviews

VI. Progress Reports

Customize written Search Status Reports and information presented in progress telephone calls to client needs
Provide search progress updates as often as is determined by client
Provide timely information on executive compensation, market trends and uncovered potential issues that might be impediments to search success

VII. Formal Reference Checking

Identify a number of subordinates, peers and former bosses who can verify candidate credentials and provide insight to interface style, personality and best cultural fit
Conduct extensive interviews with references using a comprehensive reference questionnaire that is customized for each position
Provide multi-page written reference summaries to client

VIII. Negotiate the Offer

Identify candidate compensation expectations and communicate those to client
Uncover all issues that need to be addressed (e.g. relocation and housing concerns, special school needs for children) and discuss with client as to how best to address
Negotiate with candidate on client's behalf to secure acceptance of the offer
Bring any outstanding issues to light and discuss with client in order to bring resolution and a successful close to the offer process

IX. Follow-up with Placed Candidate and Client

Assist candidate on ongoing basis in first year through acclimation process of joining a new firm
Communicate any outstanding issues or concerns on behalf of candidate to client and facilitate resolution of any issues that could impede candidate's on-going success
Maintain long-term relationship and periodic "check-ins" with client and candidate after the first year

We ask our clients to:

Provide us with timely feedback regarding all interviews and meetings with candidates
Inform us promptly of any changes to the search strategy or other variables that might change the complexion of the search, such as compensation or location of position
Communicate any concerns or issues as they arise
Let us know if there are ways we can better serve them