DRG SEARCH
PROCESS
DRG´s search process includes five proactive phases: Discovery; Creating the
Pool (Research & Outreach); Candidate Assessment; Selection; and Successful
Conclusions.
We learn about your specific leadership challenges. Our objective is not
just to fill an open box on an organizational chart. Rather, we help an
organization pinpoint current challenges, develop concrete objectives, and
articulate a vision for growth.
Initially, we spend a day or more meeting with your staff, volunteers, and
consultants to build consensus about where your organization is going and
the experience and skills required in a new executive to help you get there.
We learn what issues have led to the search, how the position fits in with
your future goals, and what you hope the new executive will accomplish
during their tenure. We help define the roles of your staff, board, and
other volunteers in the selection process. Subsequently, we gather written
information and work closely with you to design a search strategy that
spells out the framework in how the search will be conducted and a timetable
for each phase up to the point of hire.
From these meetings we better understand your organization´s culture,
mission, challenges, hopes, and vision. We gain agreement about goals and
expectations, and you fully understand your role in the search process.
To conclude the discovery phase, we draft a position description for the
search leaders to review and approve. The description outlines the
challenges of the position, experience and characteristics needed to meet
those challenges, and long-term objectives the new executive will be asked
to achieve. And, at the end of the discovery period, we develop a
needs-based recruitment strategy that launches the process into the next
phase.
We reach out to develop a diverse pool of qualified applicants. Once the
position description is approved, the DRG team creates a tailored strategy
for outreach, drawing upon the firm´s rich and diverse resources–including a
growing proprietary database of more than 15,000 nonprofit executives. We
also draw from our collective national network of contacts, including
contacting senior executives for their personal thoughts and
recommendations. In addition to telephone outreach and personal contacts–our
most efficient methods–we expand our research and outreach using mail and
targeted advertising.
As we connect with potential candidates, we review resumes and conduct
detailed telephone screens. Our consultants–highly trained and skilled in
interviewing–have several conversations with each candidate and meet with
those best qualified before making recommendations to the search committee.
In every search, we extend our reach to include women and minorities who
would make exceptional candidates.
We evaluate each candidate´s strengths and potential against the
expectations expressed in the position description. Through a combination of
multiple telephone and in-person interviews, DRG´s recruiters will evaluate
all candidates based upon parameters established in the position
description. We assess the core competencies and appropriateness of each
candidate for the position. Before we present a prospect to you, we review
resumes in detail, share the job description and materials about the client
with the candidate, conduct telephone and in-person interviews, and seek at
least one reference or referral from a past employer or colleague. The
prospective candidate will have carefully reviewed the position description,
organization´s materials, and expressed a strong interest in pursuing the
position.
Once we´ve narrowed down the pool of candidates and arranged for the
candidates to be interviewed, we prepare candidate assessment documents and
interview materials for the search leaders. As needed, we help organize the
interviewing process and assist with the logistics.
We facilitate the selection process. Naturally, the client spends time
interviewing the selected candidates and ultimately chooses the one who they
believe is most promising. We help prepare interview questions and candidate
assessment materials to guide the interview process. In many instances, our
consultants serve as facilitators–helping search committee members focus
their questions, probe for responses, and facilitate the decision making
process, making sure that the selection adheres to the core issues and needs
defined at the outset of the process.
In addition, we gather reference information about the finalists from past
employers, subordinates, colleagues, and volunteers. We also conduct
education checks and, when asked, are able to provide security checks and
performance testing.
We ensure a smooth transition. When the search committee is confident they
have found a candidate who "fits" the position profile, DRG helps to foster
a competitive, win-win employment offer. After an agreement is negotiated,
we follow up to make sure the candidate has a successful transition into the
organization. If needed, we work with you to address any matters that may
arise during the transition. And for up to six months or longer, we stay in
touch with our clients and the candidate to monitor the organization´s
progress and the new executive´s work.
