While no one search is quite the same, all searches at Flesher
& Associates generally cover the following four stages:
Stage I: Job Definition-Initial Due Diligence
During this first stage, we work with our clients to further
develop a complete understanding of the job description, defining
the responsibilities of the position and skills required to
meet expectations. At first pass, many jobs appear the same.
That's why it is so important to invest the necessary time
upfront to identify and specify the requirements that will
differentiate one job from another. We interview the hiring
manager to get additional clarification on the type of candidate
best suited for the job in terms of personality fit, management
style, and must-have job experience. Ideally, we'd prefer
to speak to all the key stakeholders so we get a comprehensive
view of the position. From this information, we develop what
we call an "ideal candidate profile" that we use
to identify the best, most qualified candidates. We then check
our more than 5,000-person database, narrow our search results,
and begin recruiting.
Stage II: Qualifying Candidates
Once we have a clear read on what's needed to be successful
in the position, we begin qualifying candidates. With all
potential finalists, we conduct in-depth interviewsusually
in-personto help us rank and evaluate top choices. Then
we counsel our clients on the best matches. To ensure the
interviewing process is as efficient as possible, it is important
that our clients meet only those candidates that are
truly viable matches. As the interviews are arranged and coordinated,
we fully prepare the candidates by providing clarification
on a range of issues including company needs, culture, and
organizational fit. After each interview, we get feedback
from both client and candidate and discuss next steps in the
process. By acting as advisors to both clients and candidates,
we achieve the most effective end-result for all concerned.
Stage III: Offers and Negotiation
During the later stages, we work with the hiring manager
to develop a strong offer, and help set the stage for acceptance.
We work with the company or hiring agency to provide all the
necessary information required for negotiating an acceptable
offer, and reconcile any differences and/or concerns the candidate
may have to accepting the offer. If appropriate, our involvement
may also include facilitating relocation assistance, and ensuring
the candidate is provided with all the details regarding the
Stage IV: Transition Aboard
Many think our job is done once we have an offer and acceptance.
However, we also work with the selected candidate in how to
best terminate his/her current position, and in dealing with
a potential counter-offer scenario. We confirm start date,
and follow-up after placement to ensure a successful fit.
We continue to manage the recruitment process until the new
hire is "in the seat" at their new company and smoothly
transitioning aboard. Our job isn't done until we've got a
confirmed good match for both parties.