A Need Arises to Fill a "Hole" in the Organization.

• The client (or potential client) identifies a need - a "hole" in the organization caused by growth, promotion, or separation.
  
  
• Generally, these questions tend to surface almost immediately: "Who inside the organization is qualified for this position?" "Does anyone in the organization know of someone on the outside who might be qualified?" "Can we put an ad in the paper or check-outthe internet job sites?" "Can we cut costs by giving the task to a contingency recruiting agency?"
  
  
• More critical issues to consider follow. What are the specific requirements of the position we need to fill? (The answer is not a job description. It's a detailed analysis of the absolute requirements of the job, final candidate, expected performance outcomes, and a comprehensive reporting, influencing and service network appraisal.)

Decide How to Proceed - How do we fill this position vacancy?

• What are the specific requirements of the position we need to fill? The answer is not a job description. It's a detailed analysis of the absolute requirements of the job, a screen of characteristics for the slate of qualified candidates, expected performance outcomes, and a comprehensive reporting, influencing, and service network appraisal.
  
  
• Where will we most likely find the best fit for the hole in our organization? One answer may be that the best fit is "out there somewhere." Obviously, this is a good response - as far as it goes. The best response includes as many specifics as possible. Consider which competitor, which industry, which city, and so on. If you need the best fit, it is likely that you may find yourself looking in all the wrong places. The best fit is likely a high achiever, happily employed, generating exactly the impact and value you have specified for the for the best fit for that hole in your organization. Where are the people who pass through this best fit screen? Fishing is a lot of fun. But it's even more fun if you fish where the fish are.
  
  
• How do we find the best fit? The good news is that the best fit is really out there. The bad news is that the best fit is likely happily employed and not looking for a change. These people are not mailing their resume to recruiters and contingency agencies; not reading the employment ads, not scrolling through internet job sites, not responding to vague inquiries through the "old boy network," and generally don't even have a resume. What are your alternatives?
  • Internal / External Network - "Who do you know that might be interested . . .? While often a good start, it never reaches into the core of high performing talent who are beyond the spheres of influence of your executives, employees, and friends.
    
    
  • Advertise - "Is anybody out there interested?" Of course there are people out there who are interested, and even qualified to some degree. But do they pass through your "best fit" screen? The critical talent you need to fill the hole in your organization is probably not scanning the want ads.
    
    
  • Assess the Applicant Flow Log - "Who's sent us a resume lately?" Chances are that if someone has sent your organization a resume with an employment inquiry, he/she may not pass your best fit screen. Your task is to locate, attract, and deploy the talent that will differentiate you from your competitors, add great value, and contribute to the growth and EBITDA performance of your business.
    
    
  • Get Contingency Agencies Involved - "Call all the recruiters and see if they can find someone." Recruiting agencies operate with the hope of finding a match to your position specification from their pool of available candidate resumes. These firms are most appropriate for selected positions within any organization. Generally these firms are not the best method of sourcing the best fit for critical positions and key executive talent. Why? The critical talent who meet your specific performance and "fit" requirements generally do not mail resumes, read the employment ads, and are more than satisfied in their current position. While it's important to fish where the fish are, it's also important to locate the prize catch who too focused and productive to swim with the school. It takes a very different and results-oriented lure to attract and land the prize catch.
    
    
  • Retain a premier executive search consulting firm - "It takes a pro to find a pro." Retained firms are not in the business of finding jobs for people. Rather, they find people for jobs. The really good retained firms identify qualified target industries and people, evaluate their "fit" to the hole in your organization, and present the best fits for your decision. These firms fish where the right fish are located, and execute their search process to identify and land a prize catch.
    
    
  • Retain B. Brownson & Associates, L. P. - We have been told by our clients that we are absolutely the best in the industry at what we do (references furnished with pleasure). We are driven by service. We partner with our clients to form a long-term, results-oriented relationship. We successfully complete 100% of the assignments we undertake (compare this with an industry average of a 50% completion ratio). We provide the client with two absolutely differentiating guarantees: Full refund of all professional fees if not satisfied with the quality of service during the first 70 days of the engagement; and no professional fee to source a replacement if the final candidate leaves the organization during the first 12 months of employment. We fish where the fish are and land a prize catch every time.