The Foresight™ Process

Phase1
Needs Analysis, Strategy, & Position Specification

Approx. 5-10 Days

  • Needs Analysis Conducted
  • Search Strategy (Road Map) Developed
  • Comprehensive Search Specification Delivered
  • Client Documents Approved
Phase2
Recruiting, Market Review, Assessments & References

Approx. 21-45 Days

  • Partner Level Recruiting and Evaluation, Market Review and Reporting
  • 4Cs Candidate Assessments
  • Work History Report
  • Profiles Assessments
  • 360o Reference Audits
Phase3
Candidate Packages, BackgroundChecks, Closing & Follow-up

Approx. 15-20 Days

  • Comprehensive Candidate Presentation Packages, Follow-up
  • Comprehensive Backgrounds Investigations
  • Deal Closing Focused On
  • Win-Win Scenarios, Negotiations and Logistics
  • Follow-up & Executive On-Boarding Process for 2 Years

The Foresight™ search process issummarized belowand canbe streamlined according to your needs:

  1. Foresight™ Needs Analysis We make no assumptions about your company. Done properly, this step sets the stage for a successful search and placement. We ask questions most do not: Culture, values, mission, unspoken valued behaviors, political environment, leadership attributes, management abilities, the opportunities now and in the future, specific performance expectations, and location―the works.
  2. Allen Austin Cultural Assessment Our assessment of your company’s culture is imperative to the bigger picture. In particular, the assessment explores two critical questions: How strong is the culture? To what extent does the culture support company agility? The underlying assumption, supported by research, is that in a fluid and rapidly changingbusiness environment, both clarity and flexibility are needed. The respondents are coached to answer the questions regardingthe current state of the company, as opposed to their desired culture.
  3. Develop Search Strategy (Road Map) We establish a true partnership as your trusted advisor. Smooth search execution requires a partnership between the consultant and the client. We develop a comprehensive search strategy in concert with our clients’ needs and keep them informed throughout the entire process.
  4. Develop Position Description The position or job description is the least complicated part of the process. However, although necessary, this alone is insufficient as a comprehensive search specification.
  5. Develop Company Positioning (Employment Branding) We recognize that all companies have an employment brand. The company positioning should include the most salient and current elements of the company’s story, mission, and objectives. This requires more than cutting and pasting verbiage from the company website.
  6. Develop Opportunity Positioning Establish a clear and compelling statement about the opportunity. Be crystal clear here. We are usually in the business of extracting needles from haystacks and wooing successful, happily employed “A” players into new positions. There must be a story to tell and a compelling reason why each candidate should make the move that we are suggesting.
  7. Develop Location Positioning Paint a compelling, yet realistic picture of the position location. Moving an executive and his or her family to a new city can be tricky. Done properly, this step may dispel preconceived notions a candidate may have about a new city.
    A chamber of commerce view of the city will many times make all the difference.
  8. Develop Performance Expectations Focus on the doing, not just having. A focus on four-to-five key deliverables, complete with performance specifics and timetables, can do wonders to zero in on the best candidates.
  9. Candidate Sourcing We conduct fresh, original, and targeted research for each assignment, including in-depth direct sourcing of target companies and organizations, as well as company charts and mapping of similar or complementary entities. A vibrant, dynamic approach to sourcing candidates, rather than depending on a heavily tapedcontacts file, is our hallmark.
  10. Cast the Widest Possible Net Utilize the full resources of the firm to cast the widest possible net. Allen Austin Partners work together and provide assistance wherever possible on every search. When our clients retain one of our partners, they employ 20+ search professionals,the total network capability of the firm, and a comprehensive approach to electronic databases and job sites.
  11. Initial Candidate Contact, Recruiting & Development We work the list in its entirety, uncovering and exploring every possible lead. At Allen Austin, our partners make all of the initial contacts and develop relationships with all candidates destined to make the final cut. We do not delegate these critical phone calls to junior-level consultants or researchers. Partner-level execution makes a huge difference at Allen Austin.
  12. Collection & Evaluation of Candidate Profiles Allen Austin proactively identifies and approaches individuals whose experience, credentials, skills and accomplishments are appropriate for the position. We procure resumes and accumulate the largest possible pool before the evaluation process begins. Subsequently, we utilize a numeric scoring system and telephone interviews to narrow the field to a suitable group of semi-finalists.
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