Search Process

The Search Process

Preparation:

1.	To activate a search, a representative of Bonell Ryan visits the client site and meets with the hiring manager, human resources and also meets with or speaks to peers of the hiring manager and other members of the management team/department or division who will interact with the new employee. These meetings are used to develop a full understanding of the role, including but not limited to, why the position is open; a full description of the role, including its goals and objectives; where the perfect candidate may come from; and many more details. It is important for Bonell Ryan to truly understand the position and the company.
2.	In the case of a first-time client or a division within which we have not previously conducted a search, we will also gather complete input regarding the company/division, competitors, marketplace environment, philosophy, cultural style, what types of people are successful in this group, etc.
3.	It is also important for Bonell Ryan to become acquainted with employees of the organization who will be peers and subordinates of the new hire, along with those who will have a significant working relationship with the individual. In the event we are unable to meet with any of these individuals, Bonell Ryan would ask that background information be provided.
4.	Compensation, benefits, relocation policy and other related details are obtained. Any non-compete/non-solicit, employment contracts or other binding agreements are to be discussed at this stage in order to manage candidate expectations during the search and to ensure there are no surprises at the offer stage.
5.	To be successful in identifying qualified candidates, it is imperative that Bonell Ryan maintain a clear understanding of your needs, particularly as the specifications of any position can change during a search.

The Search:

6.	Bonell Ryan implements a recruiting plan in order to identify prospective candidates through research, utilization of our extensive database and contact with knowledgeable executives. The target list is developed with the client and updated over time.
7.	Bonell Ryan undertakes assignments with the understanding that any candidate generated internally or through other sources will be processed by Bonell Ryan as part of the search. We become, in effect, a partner and consultant in this undertaking, with the clear objective of ensuring that the best possible candidate is ultimately selected.
8.	As pre-screened candidates are generated, resumes (with educational degrees verified) will be provided with details of each candidate's professional and educational background, along with compensation details.
9.	Once the client has selected candidates who appear to meet the specifications, Bonell Ryan thoroughly interviews candidates using a technique that focuses on various behavior traits, attitudes, skill sets, accomplishments and cultural fit. The most cost effective manner is utilized to conduct interviews, i.e., a Bonell Ryan representative travels to candidates or vice versa or video conferencing is requested, very often saving time and cost. Some clients request a phone screen prior to Bonell Ryan proceeding to a face-to-face interview with the candidate.
10.	Candidates deemed appropriate following the face-to-face interview are then brought to the client's organization for a round of interviews. This is a crucial point in the search process. Bonell Ryan works with the client to ensure the schedule and travel arrangements are in place and the candidate is provided with information about each individual (current role/background) with whom he or she will spend time.
11.	Bonell Ryan obtains feedback from the candidate and the client following each round of interviews.
12.	As the client chooses to move forward with particular candidates, the second interview and/or appropriate next steps will be discussed fully with the client. At this stage the process will vary with each client/candidate.
13.	Following a second (or possibly a third) visit by a candidate, the client is often ready to formulate an offer. When the candidate must relocate, the offer is formed contingent upon the candidate (and spouse/family, where necessary) completing a house hunting trip to the location in which the position is domiciled. With a positive reaction to relocation (the trip may include realtors and school visits, along with provision for any other special needs), the process continues. Please note that the timing of an offer/house hunting trip will vary with each situation.
14.	We send weekly reports to the client (together with an Activity Report). We regroup with the hiring manager/Human Resources as often as is necessary to go over the search and re-strategize where and when necessary.

Negotiation Stage:

15.	In order to formulate a competitive offer and prior to a second (or possibly third) round, Bonell Ryan forwards a detailed compensation and benefits questionnaire to the candidate for completion. Bonell Ryan goes through the document in detail with the candidate (including cost of living details if a move is involved) before forwarding the document onto the client for discussion. The candidate's compensation expectations are discussed and managed.
16.	Bonell Ryan works with the client to put together an appropriate offer.
17.	Bonell Ryan extends the offer. Some clients prefer direct communication with the candidate and in this case, Bonell Ryan is to be kept fully apprised of discussions to ensure alignment when the candidate speaks with Bonell Ryan about the offer. Often there is documentation that needs to be completed by the candidate and documents which support the offer to be forwarded to the candidate. Bonell Ryan maintains the flow of the offer stage, ensuring that full disclosure takes place on both sides. Bonell Ryan strives to reduce any prolonged negotiation whilst creating a win/win situation.

Resignation of Candidate From
Current Employer:

18.

Once an offer is accepted and a start date selected, Bonell Ryan works with the candidate to ensure a smooth transition from the current employer to the client. Often candidates need guidance when terminating their current employment. Bonell Ryan counsels the candidate to ensure this sometimes difficult and challenging situation is handled appropriately, particularly when a counter offer is anticipated.

19.

It is important, during this tenuous period, that close contact be maintained with the candidate by both client and Bonell Ryan prior to the candidate starting the new position.

References:

20.	References are a sensitive issue and may be difficult to obtain on individuals currently employed; however, two full Reference Audits will be conducted and presented as soon as is practical.

Duration of Search Process:

21.

Bonell Ryan's process for securing an appropriate candidate for employment with our clients usually takes anywhere from 45 to 150 days. There are, however, extenuating circumstances, including scheduling difficulties, changes to the job specifications, lack of qualified candidates available in the marketplace, etc., which may extend the search.

It is imperative that the momentum of a search be maintained.

Follow-up:

22.	Bonell Ryan supports the integration period through ongoing communication with both the client and the successful candidate over a three to four month period.