The Marcwood Group Process
 

Conducting an executive search on your own is a time-consuming process that distracts your organization from what it does best. At The Marcwood Group we have distilled our years of successful search experience into a dedicated and systematic recruiting process. This logical, structured approach means we use our systematic process each time that The Marcwood Group undertakes a new search.

  • We use in-depth research to build a total picture based on well-formulated search strategies.
  • The end goal is a quality shortlist.
  • We identify, attract, and deliver the top performers in their industry.

 

Here is how The Marcwood Group’s can work for your company:

 

Preplanning:

Possibly the most important part of the search process. If we do not understand exactly what you want in a candidate then the results of the search are useless.

  1. Engage in thorough discussions that will provide us with all pertinent information required for a professional search including corporate objectives, career paths, and other pertinent information.
  2. Build a profile of the ideal candidate against which to screen potential people. If desired, interview your top-performing employees as part of the profiling process. Agree on a realistic and tangible timeline. Understand culture as it relates to the position.
  3. Discuss industry compensation standards and construct a compensation framework.
  4. Assemble our project team and commence marketplace research. Examine direct and indirect competitors and identify additional companies that employ candidates possessing the requirements that you seek.
  5. Work together to co-create the most powerful message to demonstrate to top performers that their best future lies with you.

 

Searching:

This is where The Marcwood Group’s experience begins to surface. We have the unique ability to identify the best talent in your marketplace which means the target candidate list we assemble will conform to your criteria.

  1. Identify the finite pool of candidates.
  2. Systematically reach out to each and every one.
  3. Schedule and conduct in-depth candidate telephone interviews using various techniques to ascertain three qualifying factors:
    • Does he/she have the appropriate background and experience?
    • Is he/she willing to explore a new career opportunity if it is clearly superior to what they are currently doing?
    • Do his/her goals match yours?
  4. Present a short list from our extensive process.
  5. Submit resumes and other documentation of select individuals who meet the extensive criteria.
  6. Develop final list of targeted candidates with client.

 

Comprehensive Interviewing:

Here is where you determine if we have a match. We coordinate all logistics during this critical period.

  1. Arrange initial phone screens for the hiring manager and/or HR business partner.
  2. Prepare candidates for first interview including briefing on your goals and priorities.
  3. Prepare you for first interview with emphasis on candidate’s particular goals and aspirations.
  4. Debrief candidates.
  5. Debrief company and present preliminary conclusions. Politely release any candidate that you do not wish to pursue.
  6. Arrange subsequent interviews and discuss particular areas of concern.
  7. Provide results of in-depth reference checks.
  8. Post interview debriefs with both you and the candidate.

 

Negotiations:

Experience, again, makes the big difference. Our years of dealing with potentially delicate negotiations can help avoid possible pitfalls. Our goal is a ‘win-win’ result for all.

  1. Verify earnings and negotiate an equitable compensation package.
  2. Provide any required verifiable information.
  3. Present offer to candidate, discuss viability and gauge reaction, and relay reaction of the offer to client.
  4. Follow-up with candidate discussing logistics, counteroffers, potential objections, and spouse's reaction.
  5. Arrange second face-to-face or subsequent phone call (if necessary).
  6. Guide candidate through background check, drug testing, etc. and required documentation and provide appropriate resignation letters.
  7. Continuous follow up with both parties during initial phases of employment.