The Power of Performance Based Retained Search Believe in a Better Way Twenty-Two Crucial Steps to Hiring the Ideal Candidate

STEP-1 While many contingency based firms will use an Account Manager to manage the search and conduct all communications with the Client, NextGen GES maintains that experience is the key. While we have Partners and Associates working within six practice areas, only Practice Leads who are senior partners will manage the retained search

We confer with the Client early and often, and listen to gain a clear understanding of the market position, vision, the unique attributes of the executive team and/or department or division, and the key differentiators between the client and their competitors. STEP-2

Developing a Comprehensive Search Performance Profile STEP-2

STEP-3 With the client, we identify and measure the Tangibles Traits of the ideal candidate

STEP-3 Benchmarking

STEP-4 We identify the key performance indicators for the position which are the critical goals and major business successes the candidate will be accountable for producing in order to establish a benchmark of the search that leads to success!

STEP-4

STEP-5 In fact, some well-developed Tangible Traits may actually be detrimental to success in the role. We use performance indicators to define the position, and therefore the search, is key to delivering the ideal candidate to the client.

STEP-6 We identify direct and indirect competitors, target companies or industries that NextGen should dig into, as well as key talent that the client is interested in.

STEP-7 Working with the client to identify and measure the Intangible Traits of the ideal candidate that will be used for further interviewing and behavioral testing to measure:

STEP-7 Analysis

STEP-8 Using our vast database, networking, cold calling, and referrals to gather target potential talent and perform initial screening interviews to identify a potential list of candidates, which can vary between 25 to 100 candidates, depending on the aspects of the search.

STEP-9 An internal assessment will reduce the number of candidates by half. We then will perform an initial Deep Interview to determine depth of experience, skills, accomplishments, leadership capabilities, motivations, and uniqueness of each candidate.

STEP-10 We update the client on the initial sourcing, interviewing, and internal assessment status. This assures the client that the NextGen team is on the right track and on schedule.

STEP-11 We have a series of interviews with each candidate. We then perform a second assessment to determine which candidates meet the 85% threshold. We also videotape the last interview with the candidates that met/exceeded our internal assessment.

STEP-12

STEP-13 NextGen GES works with the Hiring Team to add real-time Situational Scenarios and Hypothetical Reasoning Questions (option: with Mini-Projects) to further measure the candidates’ risk-taking, entrepreneurial, decision-making, and leadership capabilities. Our tests are based upon the key indicators from the Performance Profile, which are the critical goals and major business successes the candidate will be responsible for producing. 

STEP-14 We conduct a series of behavioral tests and assessments that detail the motivational, aptitudes, skills, and leadership abilities of the candidates. Our tests are based upon the key indicators from the Performance Profile, which are the critical goals and major business successes the candidate will be responsible for producing. 

STEP-15 Why is this so important in our process? The fact is that some well-developed aptitudes, skills, and leadership qualifiers may actually be detrimental to success in the role.  The client receives an unbiased, fully validated analysis that will reveal the candidate's natural abilities and whether the candidate is an “ideal fit” for the position.

STEP-16 Provide confidential “behind-the-scenes” industry references NOT provided by the candidates. We confidentially cold call former customers, colleagues, and vendors that the candidates have worked with; these tend to reveal the best unscripted references possible. At the client’s request, we will also perform civil and criminal background checks, and credit checks.

STEP-17 When feasible, we meet the candidate face-to-face most often, unless location, availability, and logistics preclude that. In the event that a face-to-face interview cannot occur, we will either provide a videotaped interview or a candidate interview report.

STEP-18 Another assessment is done to determine which candidates meet or exceed the search criteria in order to arrive at a Finalist List of Candidates.

STEP-19 1. Final videotaped interview or written candidate report 2. Behavioral Analysis 3. Overall Assessments

STEP-20 We work with the client’s schedule to arrange face-to-face interviews at the client’s facility. NextGen will assist arranging the travel and interview schedule according to both parties schedules. As is often the case, more than one interview per candidate may be arranged.

STEP-21 Our Practice Leads have decades of experience in negotiating offers with different compensation levels including performance and profit based MBOs, commissions and/or bonuses, stock options, equity, and relocation packages. Our goal is to make sure the offer is acceptable to both client and candidate alike.

STEP-21 How many replacements have the Practice Leads at NextGen GES had to perform over 30 years and 400 placements? To be exact, only three, so our track record stands on its own. NextGen GES provides the best warranty in the retained search business – a full nine month replacement*. *Certain terms apply

STEP-22 At NextGen, our relationship with the client and placed candidate does not end on the start date. Retention is key for any organization, therefore we follow-up with both client and candidate on the progress of the candidate hired several times within the first year and addresses any potential problems before they can arise.

STEP-22 Unlike most retained search firm which are paid in three payments in full – regardless of whether the position is filled or not, at NextGen GES, our fees are performance based in a total of four payments.

STEP-22 After the initial deposit of ¼ of the estimated fee, we are paid for acceptance of the Short List of Candidates, when interviews are complete and an offer is pending, and once the candidate has commenced employment with the Client

STEP-22 The performance based retained search assures the Client that NextGen earns the fee in accordance to our delivery, therefore the risk factor is almost entirely on NextGen and not the Client.

STEP-22 In this volatile and highly competitive industry, we know that you must improve your product portfolio and quality of services, increase market bandwidth, and lower CAPEX. The battle to recruit and retain proven E and C level executives, highly skilled engineers, and sales professionals is not an easy thing for companies to do. To meet that goal, you need a partner who has the industry expertise and solid reputation at identifying and recruiting “A” Players.

USA: 888-501-5580 Intl: 1-650 488-5580 Mobile Content & Device Apps Advanced Medical Devices Enterprise Network Systems Energy & Renewables Aerospace & Defense Systems Wireless Systems/Networks