Search Process

MR Chicago NW's strategy for success is to personalize the search process to guarantee your satisfaction every time. We listen, understand, and implement staffing solutions while conducting the entire process in strict confidence. We approach every search assignment with our proven 10 step process:

1. Define Client Needs

		Before beginning a search, our consultant obtains a complete search assignment outlining the duties and responsibilities of the position, the qualifications of the ideal candidate, the candidate start date, and the unique culture of your organization.
		We also can offer counseling to you on industry compensation standards and competitors' profiles.
		Our consultant will also describe to you MR Chicago NW's three types of searches: retained, priority, and contingency, to determine which package fits your particular needs.
		We begin our search when we mutually agree to a written performance profile of the ideal candidate, create a compelling narrative about your company and performance objectives the candidate will need to accomplish in their first year.

2. Strategy and Research

		Our consultant plans a research strategy to surface impact players, the 20% of candidates that make a real impact on business. Research is completed on approximately 100 candidates, many from your direct and indirect competitors.
		With the use of our MRI Chicago NW database, the most comprehensive recruitment process available today, strong research staff, network of other MRI Network offices, extensive industry contacts, and confidential posting of your opportunity on leading Internet job boards: MRI Network's www.mrinetwork.com , MR Chicago NW's www.mrchicago.com , as well as other premium Internet job boards, we surface and evaluate several qualified candidates for our clients.

3. Interviews and Assessment

		Our search team personally conducts in-depth interviews with the candidates to ascertain they have the appropriate background, willingness to change careers, and to determine if there is a proper fit with your organization's culture.
		From the candidates interviewed, we determine those individuals who are most qualified and motivated.

4. Presentation of Candidates

Our consultant then presents a short list of qualified candidates to you highlighting their accomplishments, work history, educational background, income history, motivation, and personality fit within your organization. We find not just the right candidate, but the right person for the right position – that key individual who can make a positive impact on an entire team.

5. Client Interview

We then arrange telephone, face-to-face, or videoconference interviews between you and the candidates.

6. Preparation of the Client and Candidates

		Our consultant then prepares the candidates for their interviews to discuss the position and organization's needs.
		We also prepare you, highlighting the candidates' hot buttons.

7. Follow-up with the Client and Candidates

		Our consultant debriefs the candidates first to ascertain the candidates' interest levels in the position, thoughts about the interviews, and any questions they may have.
		We then contact you to discuss the candidates' qualifications and thoughts on the interviews, as well as your level of interest and what additional information you may need to determine if the individual is a “right fit” for your opportunity.
		Our consultant then follows-up with the top candidate(s) to schedule the final meeting.
		We will also inform the candidates not selected and professionally dismiss them from the process.

8. Selection and Negotiation

		Once you have selected the individual who will best impact your organization, we then provide you with the results of the in-depth reference check.
		As a third party with considerable experience in negotiations, our consultant presents the verbal offer to the candidate to assure acceptance and bring about final agreement to the terms of the offer before a written offer is made.

9. Resignation and Counteroffer

We then arrange telephone, face-to-face, or videoconference interviews between you and the candidates.

10. Client Satisfaction Survey and Follow-up

		As the search assignment concludes, our involvement continues. Our consultant follows-up with you to ensure that the new executive is performing well and that you continue to be satisfied with the results of our work.
		We also stay in contact with the new executive to help ensure a smooth adjustment and fast results.
		After each search is completed, we ask you to assess the quality of our search process, our communication, and our candidates by completing a customer satisfaction survey.