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Q: Can you describe your “perfect search”? How was it developed, and how did it progress? Why do you think it was so outstanding?

A: A perfect search directly and efficiently addresses the client organization’s needs by identifying a superior candidate to perform a well-defined role for that organization.  Often, getting to this place requires the following factors:

• A profound understanding of the organization and its mission;
• The ability to quickly identify talent with most of the skills and qualifications required to succeed;
• An effective search process including a selection team compised of those in agreement as to the desired profile; and
• A commitment and means to hire the candidate of choice.

I most definitely have had such a search. A few years ago, we were retained to manage a search for the development officer of a Washington DC-based philanthropic organization.  The leader had a clear idea of what she sought, and we had immediate thoughts about how to generate interest by likely candidates.  We placed targeted ads on select websites, conducted our due diligence research, identified a list of about two hundred prospects (directly placing calls to them) and consulted about twenty practitioners well-placed to make referrals.

Within two weeks, we had a short list assembled and several resumes.  After another couple of weeks, one of our sources made two referrals that seemed to trump the three most talented leaders who had come to our attention via networking.  We phone screened all five and arranged for the client organization to interview all on the phone.  As a result of the phone interviews, the client organization selected three for meetings at the organizations.  These meetings, coordinated by the organization’s very efficient Vice President of Communications, were seamless with detailed agendas, catered meals and full disclosure by each search committee member of his/her responses to each candidate.

After these meetings, we had a conference call with those in charge of hiring at the client organization to discuss and select the candidates.  Two were selected as finalists; one was identified as the preferred. We conducted reference and background checks where, ironically, the preferred candidate did not do as well as the runner-up in this reference check process. From there, we contacted the client organization and shared these results so the candidates could be contacted and invited back for further interviews. During their second round of interviews, the preferred candidate outshone the runner-up.

It is here where the extensive reference process began. Following the second round of interviews, we conducted yet another round of references where, interestingly, the preferred candidate did better than previously.  We also conducted several offline references and enlisted industry specialists to suggest additional references — and did references on the references.  This process took an additional two and a half weeks.  It sounds daunting, and it can be. But, the importance of this due diligence cannot be overstated. It is good for the client organization, and it is a great reflection of our services.

At the end of that period, the search committee felt comfortable deciding to hire the preferred candidate.  We were proud to be a big component not only in their hiring a great candidate but also in their comfort level in doing so. The key to success during the search was that every phase was well organized.  We had several credible candidates on the table, and we had a group of additional prospects waiting in the wings if needed. We exceeded our client’s expectations, and we did a superb job prepping and screening candidates for the role. We and the selection committee treated every aspect of the process professionally and with acute attention which resulted in, what I consider, a perfect search.

ExecSearches provides various recruitment and executive search services for nonprofits.

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Last updated on October 16th, 2017 at 07:36 pm

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