1. Briefing/Assignment Meeting     • Meet search team: senior management, human resources, and possibly peers and direct reports.     • Identify objectives and goals, challenges, critical business issues, and essential requirements.     • Determine title, candidate description, potential compensation, and reporting structure.     • Identify any viable internal candidates.     • Brainstorm target companies and potential prospects.     • Agree on timeline.       2. Develop Spec/ Research/Sourcing     • Develop Position and Candidate Specification.     • Undertake research to identify prospects at target companies.     • Begin calling general sources for industry and key player information.     • Identify and begin calling alumni from target companies as sources into those companies.               3. Approach Prospects     • Call prospects, using spec as a guide; lay out position and gauge initial interest.     • If prospect is interested, obtain background and experience.     • If background and experience match spec, arrange either an in-person interview or a video conference with Artume.     • If prospect is not interested or qualified, source for other names.     • Weekly status meetings begin with client.       4. Artume/Prospect Interviews     • Evaluate prospect’s presentation skills; in-depth review of chronological work experience and background (look for gaps); determine whether prospect has critical competencies, and whether he or she will fit with client culture.     • If a good fit, present background to client for consideration.           5. Client/Candidate Interviews     • Conduct education verification prior to client/candidate meeting.     • Present client with background write-up which outlines candidate’s chronological experience and fit to critical competencies.     • Arrange meeting times, locations, and any necessary travel.           6. Offer and Negotiation     • If client is interested in candidate, collaborate on terms of offer.     • Present offer to candidate.     • Work through negotiations. Note: should extensive, complex negotiation be required, client and Artume may choose to hire an external compensation consultant.     • Sign documents and close search.       7. Follow up     • Follow up with client and placement to assess performance against objectives and goals, critical competencies, cultural fit, and overall happiness.                 Privacy Policy    |    Terms & Conditions Copyright © 2008 Artume. All Rights Reserved