What can I expect the search process to entail?

Send the Resume. First the candidate and search consultant should exchange information. The candidate should forward a resume, compensation requirements, geographical preferences and any other pertinent information.

Qualification. The search consultant will then assess the qualifications and determine whether the candidate has the necessary background and credentials that his clients require.

In-depth Conversation or Meeting. The search consultant and candidate then meet to discuss details of the search process and the candidate’s background. In the case of out-of-state candidates phone interviews are conducted where necessary. In this meeting it is important to show the consultant how you would present yourself to a potential client and that you are serious and enthusiastic about interviewing. A candidate should come prepared to the meeting and have well thought out questions to ask. The meeting also serves to develop a rapport with the consultant and hopefully and long-term relationship.

Resume Referral. The search consultant will then call the candidate when an appropriate position is listed with the firm by his client and explains the specifics of the opportunity. It is perfectly appropriate to ask in-depth questions at this point about growth prospects, job description, and department staffing. The candidate is in total control of whether his resume is to be forwarded to the client. However, this decision should be made definitively. Search Consultants will then take the time to get the employer excited about this candidate and arrange interviews. Pulling out of the interview process before the first interview is a sign of indecision or confusion about one’s career goals. Interview Scheduling. Often times search consultants will arrange interviews on certain days or certain times for specific reasons. Work with the consultant to arrange a time to interview where you will feel no pressure to get back to work and can concentrate on the meetings themselves. Let the search consultant know when you are planning on taking business trips or vacations to facilitate the interview process.

Interview Preparation. Make a time with the consultant to talk extensively about the interview 1 or 2 days before. The discussion should include background information on the people you will interview with, the job description, company information, interview tips and advice on issues of concern.

The Interview. Make sure that in addition to whom you will meet and the address of the company, you have the hiring managers direct telephone number so that you can call him in the case of an emergency. Make sure you know what the appropriate dress is and get plenty of rest. This interview can be more important and more rewarding than any test or meeting that you have ever been to before. Handle it with the respect it deserves. Be courteous to receptionists and assistants as knowledgeable managers often seek their input. Be yourself and treat the first interview as an opportunity to impress your new potential employer. It is not for the purpose of selling you on the position. Before leaving an interviewer’s office ask for a business card so that you can write a letter to that person later if you like. Call the Search Consultant with Feedback. It is important to call the search consultant as soon as possible after the interview so that if the employer calls the consultant the consultant can give him your feedback and general interest level.

Additional Interviews. Be sure to follow the same steps above for all additional interviews. The strategy changes with additional interviews. Obviously, preparation and interview technique becomes more and more important with each additional interview because the competition becomes more intense.

Offer and Acceptance. If all has gone well, the employer will either make an offer directly to the candidate or to the search consultant. Before making an offer the employer usually will seek information from both the search consultant and the candidate in order to make a fair and well-received offer. The search consultant and candidate can then discuss the merits of the offer and the correct action at this time. Some offers are “take it or leave it” types of offers in which the employer seeks a yes or no answer and is not interested in negotiating. Other offers are made with some flexibility in some or all of the components of the compensation package. Your search consultant can help with the type of offer and what the proper strategy is for handling a specific offer. Setting a Start Date and Giving Notice. When you have accepted an offer your loyalty then changes to your new employer. You have to start thinking about what is best from your new employer’s standpoint. The start date should be determined prior to giving notice but with flexibility depending on the circumstances. There is a very particular way to give notice to your current employer. This can be a highly emotional event, however it should be viewed by the candidate as a business decision. The way you give notice is important. If done right the current employer should understand the reasons for your move and feel that your business relationship will continue but in a different form.

Starting at a New Job. Your search consultant should be able to help you prepare to start your new job. First impressions are important. Think about what if any announcements should be made and what the new employer’s policies are. Get involved as soon as possible in company functions to get a chance to meet with other employees. It is very important to get a feeling for your new company’s culture – and the best way is to talk to other employees and observe.