Sourcing

Sourcing is one of the critical tasks of the search strategy and is considered the "heart" of the assignment. This part of the selection process requires identifying and gathering organizational data from industry experts and contacts, who in many cases, are executives met through previous executive searches, and involved in similar and/or allied technologies. 

Candidate Referrals

Recommendations from these experts and sources result in referrals of the best candidates, who typically are not seeking a position change. Our executive search consultants use their superior communication skills to outline the advantages of the opportunity at hand for each potential candidate and detail the position responsibilities. 

Rigorous Assessment Techniques Test Whether the Candidate Will Work Well Within the Culture of Our Client

The search consultant must know how his/her "product" and communicate to the candidate the advantages of joining the client company and how the position can benefit him/her in terms of career advancement. 

After speaking to 150 to 300 sources, referrals or potential candidates, we typically select and refer five to ten interested candidates whose accomplishments best match the needs of the position to be filled. At this juncture, we review the preliminary candidate information with our client to determine which candidates our client wishes to pursue and to establish areas requiring further probing. Our client can anticipate that we identify the initial candidates within five to seven weeks after the initiation of the search. 

Screening the Prospects

We conduct in depth telephone interviews with the top candidates to better determine their qualifications and continued interest. An RCE search consultant then personally interviews each candidate. 

We Strive for Strong, Lasting Relationships with our Client Companies.

In Depth Interviewing

Unlike most of our competitors, we feel that a structured interviewing approach enables us to gather relevant information and to make the best candidate comparisons. 

We believe that recent work behavior determines future on the job behavior. Accordingly, we ask questions structured to elicit pertinent employment data. For example, if innovativeness is one of the dimensions required to be successful in the position, we ask questions that probe the candidate's creative abilities. We use an interviewing technique that leads candidates to accurately portray their accomplishments qualifying them for the subject position. We ask candidates to detail specific achievements by describing the situation, actions, and results of their efforts. By asking the same questions of each candidate, we can assess responses both individually and comparatively. 

Candidate Introductions

The prime candidates (usually three to five) who emerge from the selection and interviewing process are introduced to our client via a detailed written profile. This outline presents not only factual information about the candidate's job history, responsibilities, accomplishments, and background.

Testing

The use of psychological and/or personality testing is without a doubt the most controversial part of the selection process. Testing, in our view, is another form of information gathering in the selection process. 

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We feel that personality dynamics testing, in particular, can aid us in determining more about a candidate's aptitude and can supplement the employment data we already have on achievements, experience, and knowledge base. In all cases, this information can and should serve as a developmental tool, benefiting both the employee and the employer. 

Reference Checking

RCE Associates recommends that the reference checks should primarily come from individuals who are qualified to provide this information such as an immediate supervisor and/or key subordinate. These references can provide detailed information about the candidate's technical competence, specific achievements, and performance related activities, as they pertain to the needs of the position. Here we also use the situation-action-result interviewing technique to ask employers questions about the candidate's past performances and achievements. This technique serves to uncover invaluable information that supplements the decision-making process by either verifying or negating our original findings. 

Company Interviews

RCE Associates suggests that clients thoroughly review each candidate's employment documentation prior to a personal interview. In some instances, we provide our clients with a personalized interview guide to use in one-on-one meetings with candidates. We also teach our clients the information gathering techniques that we use if we feel this will enhance the selection process for them.

Persuading the Selected Candidate

Superior candidates and high achievers are generally happily employed and not actively seeking career changes. We provide these candidates the information they need to assess our client's opening. This is the critical point at which they will convince the ideal candidates of the merits of the opportunity and gain their continued interest. 

Negotiating the Salary Package

Once we identify the leading candidates, we put together a salary package and move the assignment to a conclusion. As a knowledgeable intermediary, RCE Associates works out any differences that may affect final acceptance of an offer. As many candidates receive counter offers, we recognize and deal with this in advance. We have consistently developed creative solutions with compensation or relocation packages that have made the difference in bringing a search to a successful conclusion. 

In Closing

The selection process, as described, normally takes between 75 to 150 days. The key to our success is the cooperative effort between the professionals at RCE and the client's hiring decision makers. RCE Associates approaches each assignment with professional insight, dispatch, and vigor. We commit ourselves to filling each position with an individual having extraordinary talent, ability, and a consistent record of proven achievement. 

We've completed numerous key executive searches for the plastics and allied industries.