The search methodology employed by the SVS Group is customized to each client and each position.  These tailored criteria may take the form of where to identify and source candidates based on relocation and geographical restrictions by our clients, our client's preference for targeted competitors, restrictions based on existing business alliances with our client, candidate compatibility with the organizational culture of our client, heightened market demands for similar people to fill similar positions with other organizations. Regardless of the variants that contribute to the strategy for a professional or executive level search, some elements remain constant.  They include the following search processes:

A. Determination of Position Parameters.

This is a critical step toward determining the position's role and impact on our client's organization.  Once the position parameters are defined, there is a need to understand our client's business culture to determine the best personality fit to generate results.  Once these two are determined, defining the position qualifications and the responsibilities will be accomplished.  The SVS Group team may ask key hiring members to participate in a brief core competency exercise to conclude the candidate's behavioral criteria.  

B. Development of position description.

SVS Group will immediately develop a position description that will be used as the guideline to identify and assess candidates that are suitable for our client.  Prospective candidates and potential referral sources will have access to the position description.  The position descriptions will include background on our client's organization, position responsibilities, qualifications, and SVS Group contact information.  The position description will require final approval by our client before it is shared with candidates or referral sources.  This step is designed to ensure accuracy and alignment of position criteria.

C. Sourcing.

This process may involve several sourcing methods and information resources that are utilized by search practitioners to identify and recruit talent.  The SVS Group will need to determine from our client, what candidates were surfaced and were they considered or disqualified, sourcing methods already employed before the arrival of the SVS Group, and results of those attempts.  From there a strategy will be developed to best penetrate the marketplace to surface the optimum number of qualified candidates. 

D. Identification and Assessment.

Once interested candidates are identified through the determined sourcing strategy, they are contacted and introduced to our client's job position.  Candidates who express an interest are prescreened based on several minimum qualifiers. If they do not meet the basic requirements they are disqualified and communicated in a courteous and considerate manner by SVS Group.  This prevents our clients from alienating potential customers.  If the candidate meets the basic criteria, then a more in-depth interview or phone screen is arranged and conducted.  The SVS Group will employ a variety of behavioral based questions, third-party questions, hypothetical scenario questions, and historical based questions that mirror core competencies set forth in the finalized job description.

E. Introduction and Interview of Candidates.

In most cases, qualified candidates will be introduced as a slate of candidates for immediate comparison.  The candidate's resume and the SVS Group prepared background briefs are included.  Based on approval, candidates will begin interviewing with our client.  This may involve an initial phone interview if the candidate is not local or a face-to-face interview for local candidates.  In some cases, the slate process may be waived if there is a qualified candidate who is in the advanced interviewing stages for another employer.  The risk of losing a viable candidate for the job may be strong consideration in this case.

F. Final Selection and Offer

Once a final candidate has been selected, past work references are checked.  If work references are found to be in acceptable standing, then an offer can be extended by the SVS Group as the representative for our client or an authorized member of our client may choose to do so.  Most SVS Group clients prefer SVS Group to extend the offer in the event an intermediary is needed to negotiate some aspects of the job offer. 

G. Post Offer-Hire Period

Upon acceptance, SVS Group will monitor the resignation process of the candidate.  SVS Group will be available to consult and support our client's new hired executive on the resignation to their current employer and monitor their notification process for declining interest with other interviewers.  This is needed to minimize counter-offer threats by their current employers or outstanding interviewers the candidate was involved with.  Once the candidate has physically started, SVS Group will maintain dialogue with our client and the candidate to monitor their progress on the job and their transition into the job.