EXECUTIVE SEARCH METHODOLOGY
Since its inception, Myriad International's reputation has rested on
its thorough research capability; the inter-office teamwork
brought into each and every assignment, and the speed with
which it completes assignments.
1. Develop an Understanding of Your Organization
Our goal is to understand you and your business so well that we really
work as an integral part of it. Such steps as reviewing your business
plans, reading product literature, and 'walking the floor'
help to sharpen our focus of the search.
2. Define the Position
A complete understanding of the duties and responsibilities of the open
position must precede a successful search. This goes beyond what
is written in pro-forma job descriptions to identify and give priority
to the major expectations held by you and your organization.
To achieve this understanding, we arrange for intensive discussions
with client management and other key individuals you may
wish to designate. In
consultation with you, we then develop the qualifications
of the individual desired. Only after these are agreed upon do
we begin the search. We
have found that the investment of this time and effort at
the start of our search activity to ensure that the best
possible candidates who meet an organization's very specific needs at
a given time in its development, are recommended.
In most searches, this process also gives us full view of personality
and style of the organization and the individuals with whom
the successful candidate will interface. We do know that the match
of personality and stature of the individual to the company
is an extremely significant factor in that person's success.
Our Research Associates then conduct a thorough study to identify those
individuals who are contributing to the success of target organizations
in the same and related industries to your own. This is accomplished
Matching MYRIAD International's corporate data bank, which contains
career histories of highly regarded executives.
Reviewing the materials gathered from earlier searches that in any
way related to the assignment.
Drawing on past experience, contacts and knowledge within the entire
Investigating successful trade associations in each designated industry
segment to identify those individuals who have a track record
of successful contribution.
In-depth sourcing of target institutions/companies including organizational
charts of competitive companies.
Any in-house candidates and others you may target or suggest will
also be screened and compared.
4. Candidate Contact
Resumes never fully describe what you want to know most about an individual
you wish to consider for a position. During the course of a typical
search, we speak to between 150 and 200 individuals by telephone. In
addition, because force of personality and personal presence are major
factors in the selection process of highly visible executive post, in-depth
personal interviews are conducted with the most qualified prospects.
5 .Client Contact and Presentation
It is our practice to submit regular reports according to a pre-agreed
schedule describing the progress of the search and those candidates that
appear to be promising prospects. In addition, we meet as frequently
as possible with the client to discuss our activity in detail. After
initial interviews are conducted, detailed interview assessments of our
impressions of each candidate will be provided.
Our activities are thoroughly documented throughout the search. As
a result, we will be prepared to serve your organization on future searches
with minimum orientation required using the numerous contacts and sources
developed throughout your industry. Thus, we look forward upon
an initial search with a client as the beginning of a long professional
OUR CLIENT'S ROLE
The client plays a very important role in the recruitment process. MYRIAD
International Consultants are not a substitute for the client organization. While
we identify and recommend qualified candidates, it is the client who
must make the decision as to which candidate to hire. There are
several activities, which the client should undertake to ensure that
the best candidates are selected. These include, but are not limited
to the following:
- Clearly informing us about matters relevant to the assignment that
you wish to be kept confidential (salary, personnel issues,
and any other privileged information);
- Informing us immediately of any significant developments that alter
the nature of the assignment;
- Providing feedback to MYRIAD International in a timely manner regarding
the information and recommendations provided by us;
- Making prompt decisions and following up quickly with interviews
of the most promising candidates; and,
- Providing candidates with the information that will enable them
to make wise career decisions.
In doing the above, your organization maximizes the likelihood of mutual
success. It is in both our best interests to complete the assignment
as expeditiously as possible, however, it is not always possible, given
the unpredictable nature of the search process and many variables, to
specify a time frame. MYRIAD International are committed professionals
who deliver top quality candidates in the shortest possible time.
CONTACT, SCREENING AND INTERVIEWING
The candidate search is initiated once approval of the selection criteria
has been received from your organization. Research then completes
a source list of information on potential candidates and possible industry
sources including name, title, organization, location and any other pertinent
data available. In some instances this initial list of information
is presented to the client for comments regarding additions, deletions
or elimination of specific data.
At this point, all identified potential candidates are contacted and
any interested individuals will be profiled to compile current market
data that would be of interest to your organization, particularly during
the search process.
A full detailed resume would then be requested on all appropriate candidates. Further,
all industry contacts would be utilized to narrow down the list of potential
In addition, we conduct in-depth personal interviews usually lasting
between 1-2 hours, with the most qualified prospects. It is our
practice to submit regular reports according to a pre-arranged schedule
describing the progress of our search and those candidates that appear
to be promising.
Preparation is critical to a successful interview. In particular,
you should have detailed knowledge of the content of the
position for which the candidate is being considered. The bottom
line is to have a 'Game Plan' for each interview. In every search
conducted by MYRIAD International, we evaluate those whom
we interview on five traits of critical process. These include,
but are not limited to:
- problem analysis
- dialogue skills
- listening skills
- presentation skills
- reaction to pressure
- commitment to excellence
- orientation toward achievement
- planning and organization
After initial interviews are conducted, detailed interview assessments
of our impressions of each candidate will be provided. Our activities
are thoroughly documented throughout the search. Part of the documentation
we can provide is a Hiring Grid to enable your organization to effectively
evaluate candidate attributes and key result areas.
MYRIAD International will continue to inform all candidates of their
status during the search process. At the conclusion of our activity,
all candidates whose applications will not be given further consideration
will be informed in writing. Verbal debriefings will be undertaken
A minimum of three confidential reference checks will be conducted to
evaluate technical, communication (both written and oral),
interpersonal and leadership qualities; specific achievements
as they relate to the new objectives, and; areas of both
strength and weakness. We
speak with individuals who are, or have been, in positions
to evaluate each candidate's performance on the job. The combination
of these appraisals with our own evaluations provides us
with a frank and objective profile of each candidate.
Selecting a Search Firm:
It cannot be emphasized enough that in selecting a search firm the
background of the Executive Search Consultant handling the project is
extremely important. The client must ask the right questions in order
to make an educated judgment in selecting a Search Firm. Some of these
1. What is the experience and maturity of the Consultant
who will actually handle the assignment?
2. Does the Consultant have the ‘User’ perspective,
by virtue, for instance, of having been in a corporate or
executive role in the past?
3. Are there companies that are ‘off limits’ to
a Search firm, as it will not ‘poach’ from a client
4. How much time will the Search firm need to complete an
Recently Completed Searches:
President & CEO, Public Company, manufacturing medical devices
CFOs, Public companies
VP Manufacturing, medical devices
VP Technical, Alternative Fuels, chemical technology
Director, Communications, global agency
Executive VP/COO for a large international conglomerate
Engineering Manager, Projects, Canada for a Global Engineering
Finance and Engineering Executives for a Multinational
General Manager, sales and Marketing for a large international
Several Creative and Account Directors for International
VP Business Development for a Toronto based, technology
Project Director, Canada for a U.S. based technology firm
Several senior level expatriate executives for global
CEOs and Directors at Not for Profit organizations.