ARTICLES AND RESOURCES
Authored by the Burling Group, Ltd.
Steps in the
Search Process
A
description of how The Burling Group, Ltd. conducts a search.
Common Elements of
High Performance Employees
A
summary of 20+ years of successful search observations.
Critical Candidate
Behaviors
A
list of criteria used to evaluate candidates.
Steps
In The Search Process
The key
to a successful completion is a solid understanding of both the
requirements of the position and the culture of the organization.
In-depth
interviews with key decision makers will be executed to assure consistency
in the profile. A clear definition of authority and responsibility.
Unambiguous delineation of function and impact will be achieved in this
step.
If
warranted, compensation surveys will be conducted to ascertain fair market
value of the position.
Upon
consensus, regarding the profile, an in depth position description will be
prepared and submitted for approval by all decision makers.
The
search process will involve recruiting and networking with a list of target
and secondary prospects developed by our research associates.
All
candidates will be interviewed, evaluated and referenced prior to
submission for your review. Written evaluations of all candidates will
accompany the resumes providing maximum data for your decision.
A
search progress report will be submitted at the end of the 30th and 60th
day reflecting the candidates and companies contacted and the results of
those contacts for your review.
In
depth feedback at the conclusion of all interviews will be solicited from
decision makers and candidates. Information will be used to refine the
search process.
Assistance
with salary negotiations and offers will be provided by the search firm.
Counter-offer
counseling to the selected candidate prior to resignation.
Common
Elements Of High Performance Employees
(The
following represents the accumulation of 20+ years of observation coupled
with successful long tenure placements at the professional and executive
level of both service and manufacturing clients.)
1.
A High Level Of Personal Security.
This is a person who has paid dues during his/her life. (Has worked hard
and knows it.)
2.
Measured Accomplishments.
Is able to speak in terms of quantifiable results in most aspects of
background. Tends to choose positions that allow for measurable
accomplishments. Strives for the quantifiable not the qualitative results.
Can easily recall rankings, test scores, and performance issues of past and
present academic and work environments.
3.
A Specialist, Not A Generalist.
Has taken positions and assignments that are specialized. Keeps up to date
on the knowledge base through outside reading, course work, seminars and
continuing educational units.
4.
Self Reliant.
Knows a wide variety of resources to get things done. Ownership of goals.
Views themselves as accountable. Handles pressure and uncertainty. Sees that
the constraint on progress is in their own talent and effort.
5.
Knows The Value Of The Contribution Of Others.
Sees people as great source of ideas. Insightful about people. Sees the
value of others when times are tough.
6.
Focus On Solutions, Not Excuses.
Insightful on the business/industry. Has demonstrated vision in problem
solving. Setbacks are accepted without blame or cynicism. Consequences of
actions are quickly accepted.
7.
Focus On Accomplishment, Not Image.
Knows self strengths and weakness. Symbols and trappings are of little
importance. Little need to deny or cover up.
8.
Strength Of Convictions.
Tough-minded yet not stubborn. (Knows when to back down.) Shows no evidence
of playing up to superiors. No whims or quirks.
9.
Persistent And Tenacious In Reaching Goals.
Knows where he/she is headed. Does not lose sight of the goal. Makes things
happen. Pushes self towards outcomes. Able to shift gears as required.
10.
Respectful of Commitments And Personal Trust.
Credibility is very important. Leads by personal example. Honorable.
Follows through on Obligations.
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Critical
Candidate Behaviors
INTELLIGENCE:
Conceptual
ability, breadth of knowledge, verbal expression, depth of response
analytical thought process.
DECISIVENESS: Non-ambivalent,
i.e. willingness to commit self; makes definite choices; lets you know
where he/she stands on issues, not tentative.
ENERGY/ENTHUSIASM: Quantity as
opposed to quality, animated, positive spontaneous, fast paced throughout.
RESULTS
ORIENTATION: Responses
revolve around task accomplishment; gets to point; emphasizes
achievement; provides information relevant to interview objectives.
MATURITY: Acceptance of
responsibility for one’s action, poise, self confidence, dress, general
demeanor, relaxed, ability to reflect on experience.
ASSERTIVENESS: Responds
in a forceful manner and takes charge of the interview; speaks in a
convincing tone; persuasive, good at selling self and ideas.
SENSITIVITY: Sincere,
friendly, tactful, responsive, not aloof, listens as well as speaks.
OPENNESS:
Discusses short-comings as well as strengths; isn’t preoccupied with saying
the right thing; consistent responsiveness regardless of content.
TOUGH-MINDEDNESS: Stands up to
interview when there’s disagreement; discusses persons and events
critically; doesn’t allow emotions to cloud perceptions.
