The Executive Search Process

Step 1
Client Research

Detailed research into your organization begins once you engage with Hussey & Associates. Paul will learn all he can about your organization. They will explore your organization’s history, values, mission, products, services, leadership, strategy, brand, financials, strengths, weaknesses, and company culture from an internal perspective. A key part of this will be an in-depth workshop type discussion around what is the Leadership really wanting from the right candidate, the expectations and nuances around what would the definition of a successful hiring look like, both in the immediacy as well as the medium and longer term. This would include the key stakeholders (such as the CEO, Managing Director, Chairman, other key leadership individuals who have a vested stake in the successful candidate hiring). Hussey & Associates deeply understand the need for discretion and integrity during this entire process. They will be your Trusted Advisor and available round the clock to engage in identifying and scoping the role and the ideal traits of the candidates.

Step 2
Establish the Mandate and Search Priorities

The next step is to define the mandate and search priorities. This is specific to an organization’s current and future needs, business strategies and goals.

We creates a brief for the position and a candidate profile detailing the company, role, ideal core competencies, goals of the position, preferred experience, qualifications, responsibilities, and challenges for the position, such as regulatory and licensing issues.

Partnering with Hussey & Associates allows you to get a third-party perspective, going beyond your inward picture of the role. An expert advisor will think outside the box, searching in alternative markets and industries for candidates with transferrable skills.

Step 3
Set the Search Strategy

Once Hussey & Associates have built a strong list of candidates, it will begin the outreach. During an initial conversation, the consultant will gauge the prospective candidates’ interest while highlighting the value of your organization and the position. Consultants work to pique interest in the position with the strongest candidates.

Hussey & Associates will act as your organization’s brand ambassador, using a detailed and tailored approach to appeal to the candidate. They also provide open communication throughout the process, keeping both the organization and candidates up-to-date on the search progress.

Step 4
Approach & Evaluate Candidates

Step 5
Create a long-list of Candidates

The longlist is presented in the form of a report, which typically includes each prospect’s name, company, current position, contact information, resume and notes from any interactions. The search firm and the client winnow down the longlist of candidates to a shorter list of top candidates through a comprehensive interview process.

Step 6
Create a shorter list of Candidates

Hussey & Associates use a multi-measure assessment process that combines behavioral competency-based interview, and more to inform selection. We also also employ psychometric assessments to find a right-fit candidate backed by data. The evaluation step also includes a focus on understanding the candidates’ interest in the position and willingness to explore the opportunity

The shortlist of the strongest candidates is presented to the client. Hussey & Associates provide clients with detailed reports on each shortlisted candidate. The report usually includes candidate CVs, assessment reports, interview reports, and a detailed analysis of fit related to the core competencies of the role. The search firm then schedules interviews between shortlisted candidates and key people at your organization. 

Prior to final selection, comprehensive reference checking is done on behalf of the client. In-depth background checks should be done for the lead candidate(s) to ensure there are "no surprises." This can be done by the client or by Hussey & Associates and should be agreed upon in advance.

Once your organization has selected a candidate, depending on the circumstances, Hussey & Associates can present the offer and work with both parties to negotiate acceptance, the compensation package and any additional agreements.  

It is important to reinforce, that Hussey & Associates are clear that they negotiate on behalf of the client, while being respectful and fair to the candidate.

Step 7
Present the shortlist of Qualified & Interested Candidates

Step 8
Background & Reference Check of Top Candidates

Step 9
Present the Offer and Negotiate

Step 10
Onboarding

Ensuring a seamless transition for the executive is critical to set up the executive and organization for success. This support can range from regular check-ins and guidance to more in-depth ongoing leadership coaching.

And, of course, the relationship your organization has with the search firm does not end with Step 10. The lead consultant often becomes a trusted talent and leadership advisor based on their in-depth knowledge of your organization, your culture and your business strategies, forming a long-term strategic partnership.

Step 11
On-going Executive Coaching

This is a differentiator for Hussey & Associates. Paul Hussey will work with the new executive over a six month period, prividng Executive Coaching and Mentoring, in order to facilitate a seamless integration into the leadership team, and help to resolve any issues that are actng as a blocker to the motivation and results.

Step 12
Look-back & Review

Hussey & Associates will meet with the key hiring stakeholders and review the whole process of finding and placing the best candidate, and see what worked best and where the service could be enhanced. This will ultimately allow Hussey & Associates to be a Trusted Advisor to the client, for future hiring needs.