The Search Process

Communication foremost

Hulst Consulting Group seeks to create an open line of communication with both our clients and candidates.  This enables a sense of shared responsibility and thorough understanding of expectations for both the client and the candidate.  The resulting rapport benefits all parties involved in the search. 

• Understanding the client's needs  

  Great emphasis is placed on gaining a full understanding of our client’s needs to act as an extension of the client organization while conducting the search.  The first priority is becoming better acquainted  -- finding out as much about the client and company as possible.

The search process begins with the client meeting.  The first session will include a thorough review of all printed materials pertinent to the search assignment  -- position descriptions and specifications; candidate education and professional work experience requirements; marketing information and product brochures; annual reports; and other material which will facilitate the search process.  Meaningful consideration is given to the intangibles that are vital to the selection of the best candidate.  More concrete items such as work environment, career path, anticipated travel, on the job performance expectations, compensation package, and benefits must be defined.

Careful attention is given to the total compensation package with respect to the company’s competition internal parity, and current industry trends, as well as a candidate’s salary history.

• Identifying candidates

With the information and understanding we have gained, the identification of potential candidates for our client will begin.  This will include a review of our candidate database, personal business/executive contact records, extensive research, and networking with other executive search firms as necessary.

Personal contact is made only with potential candidates, which seem to meet our client’s basic requirements, i.e. technical competence, leadership experience, and educational background.  This information is most commonly provided on a resume and through an in depth interview.  References will be checked to help prevent potential problems and costly resignations or terminations.  Former supervisors and colleagues will be contacted to verify listed qualifications and interpersonal skills if candidate confidentiality is not a prohibiting factor.  

• Presenting candidates

A resume and written comments describing their qualifications will be provided when potential candidates are introduced to a client.  At this time the candidate will be aware of the client’s identity and will have expressed an interest in the position.

When the client decides to proceed with the selected candidates, additional references will be called, if appropriate, and the candidates continued interest in the position will be reaffirmed. If the decision is made to continue the process, convenient interview dates will be scheduled.

Candidates selected for an interview will have reviewed the descriptive materials on the company gathered at the onset.  The candidate will also have heard our appraisal of the opportunity.  This advance orientation allows for a more productive use of interview time.

• Agreement

By accepting the referral of our candidate, the client acknowledges and accepts a fee payment obligation, determined prior to the start of our search assignment, if our candidate is hired.  In addition, referred candidates are considered referrals to our client company as a whole, not just one individual or one department.  Our agreed upon fee is earned if our candidate is hired to fill any client position after our referral date, regardless of how the candidate was identified and how the recruitment was achieved.  This fee obligation period begins on the initial candidate presentation date, and extends for one year after the date of our last contact with the candidate on behalf of the client. All placements are “client-paid”; candidates will not incur any expenses.

Hiring a selected candidate is dependent upon resolving those personal matters precipitated by a pending job change.  Frequently, this requires ongoing communication with the candidate, family members, company departments, and others who may be affected.  During this phase we report candidate feedback, convey new information as required, assist in scheduling additional interviews, facilitate follow-up communications, and negotiate offer terms when appropriate.

• Follow up

After the selected candidate begins employment, contact will be maintained with both the candidate and the client to assist if necessary during the transition process.