At JDG Associates, our executive search process begins with an in-depth analysis of both the client organization and the position to be filled, and continues until the successful candidate has fully transitioned into his/her new role. Over the years, we have refined our disciplined approach to executive search, moving through several distinct phases of research and evaluation in order to deliver proven results.
Phase 1: Assessment and Analysis
Our first step is to assess the nature of our client’s business and learn more about its strategic, operational, and financial goals. Each JDG search begins with an in-depth meeting with the client’s leadership team in order to gain a thorough understanding of its organization, culture and key professional needs. It is this extensive up-front work that enables us to develop a detailed candidate profile and customized search strategy. Each candidate presented must not only possess the skills and experience necessary to address the technical challenges of a position, but his/her personality and approach must fit well within the client’s organization and unique culture in order for a mutually-beneficial, long-term relationship to exist.
Phase 2: Research and Strategy
Based on the results of the assessment and analysis phase, we develop a timeline with agreed-upon goals for the search process. The analysis is also used, in conjunction with cutting-edge sourcing techniques, to generate a preliminary list of companies and organizations as well as a list of individuals who might be candidates or sources of candidates. Using this research, along with our internal database of more than 100,000 candidates, we are able to reach out to a large, diverse pool of highly-qualified individuals and identify those we feel will be the best match.
Phase 3: Interview and Evaluation
Our team then thoroughly qualifies and evaluates each candidate by conducting in-depth personal interviews to explore his/her experience and skills, career goals and personal compatibility with the client organization. We are careful to accurately portray the client organization, the position to be filled, and the anticipated compensation package. This ensures that only those candidates genuinely interested in the position are presented to the client for an interview. When dealing with candidates, we are always aware of our client’s reputation and brand, and ensure that we strengthen that reputation, whether candidates move forward in the process or not.
Phase 4: Closure
Upon completion of the interview process, we conduct thorough reference checks and background investigations. We discuss candidate’s expectations regarding compensation, any relocation issues, any other opportunities they might be considering, and potential timing issues regarding a start date early in the process so there are no surprises when it comes time to extend an offer. We make certain that we understand what motivates each candidate so our clients can craft a compelling package. But our involvement doesn’t end just because an offer has been accepted. We stay in touch, following the placed candidate through his/her first year to ensure that the transition is smooth and that both parties are happy with their decision.