The Hollander Group's research services have excelled in identifying outstanding,
customized, industry-specific networks that we continually deepen
in order to consistently pursue exceptional candidate pools. Our proven
experience spans numerous industry sectors and position types.
We have a long-standing commitment to
diversity with 66% of hires being women and persons of color.
Our success in client satisfaction is evidenced by over
50% repeat business.
Our approach and edge in executive search is seen in
our core processes, which are simple and utilize
a four-phase approach, which is describe in Phase Four below.
Phase One: Understanding the
Client Organization and the Position
At the commencement of each search The Hollander Group
builds a thorough understanding of the client organization, identifying
the needs and requirements for the potential hire. We educate ourselves
about key business drivers, and the issues, challenges and opportunities
facing the organization in order that we develop a thorough understanding
of the organizational culture and core values. We also develop a
thorough comprehension of the organizational structure, reporting
relationships and dynamics with in the organization.
Deliverables during this phase include interviewing all
key individuals who will relate to and work with the new hire, meeting
with the hiring manager and search committee (where applicable) and
key stakeholders. We review relevant documentation that sheds light
from within the organization about the position. The final deliverable
of this phase is The Hollander Group’s draft the position
description, provided to the client for approval or adjustment.
Phase Two: Research
We consider our research function to be an exceptional strength
and a unique differentiator.
In this phase we finalize the position description,
gaining client final approval. Concomitantly, we craft a strategy that
serves as our roadmap to the types of individuals who would either be
interested in this type of a position or know of possible prospective
candidates. We work with our clients to explore avenues known to
them that could lead us to prospective candidates.
We develop a two-prong approach, which leads to the
eventual hire. The point of the first prong of the research is to cast a
broad net, which will inform as many like-skilled individuals of the
position opening via targeted outreach.
In the second prong of our approach, we work with our
client to identify “ideal” individuals who would make the most suitable
hire. We locate and talk with these individuals to determine their
personal interest in the position or referrals they might have for
potential prospective candidates. Typically several thousand individuals are
notified of the position via both personalized electronic announcements and
followup phone calls.
Throughout this phase we draw heavily upon and expand our
contact networks, both interpersonal and computer-readable.
Throughout this phase, we review our progress with our
Phase Three: Screening
In this phase we screen individuals who appear to meet
the requirements of the position. We conduct very thorough interviews
and provide complete reports about the candidates’ strengths and weaknesses
to our clients.
Phase Four: Selection and Support
During the Selection and Support phase, we present a
listing of all applicants we have considered in the search. I n addition
we provide a short list of top prospects for our client to consider.
First-round interviews are set up for the client and candidates to meet
and referencing begins with promising prospects.
Once a candidate is selected as a finalist for a campus visit we
begin our 4-stage reference checking process:
- On-List: Phone interviews with 3-4 person's on the
individuals indentified by the candidate, all completed prior to
the campus visit.
- Off-List: Phone interviews of references that are not
on reference list supplied by the candidate. These references are conducted immediately prior to an offer
being made. Examples of off list references typically include individuals to whom the candidate
reports, senior administrators who are familiar with the work, organizational
contributions, style, etc. of the candidate.
- Credential Verification: These typically comprise a
combination of highest degree verification, financial and credit checks and criminal background checks,
as appropriate for the position.
- Internet Search: We conduct a search of social media such as
Facebook, Twitter and Google.
When 2-3 finalists are identified, additional references
are gathered as are other credibility checks.
Finally, we assist our client in negotiating and presenting
a final offer.