WAYNE GRAPPIE CONSULTING COMPANY

PROCESS, PROCEDURES, AND EXPECTATIONS FOR SEARCHES

 

Wayne Grappie Consulting Company (WGCC) works through a standard procedure for all searches.  We have a commitment to keeping all lines of communication open with our client.  We can indicate clearly where we are in the following procedure at any time during our assignment for you.

 

This 14-step process includes:

 

• NEEDS ANALYSIS

The team assigned to your search discusses the positions, expectations, time lines, and information specific to the particular assignment.  This meeting takes place in two parts:  first with any persons your firm deems necessary, and a second meeting with the specific contact person or team with whom we will be coordinating.

 

• PRESENTATION OF MATERIALS

As your firm’s representative, any information we give potential candidates will be discussed completely with you.  We will prepare our presentation based on the outcomes of our discussions with you.  You will be fully aware at all times of the message we are sending on your behalf.  We will prepare our notes and submit them to you for review.

 

• INTERNAL WHITE PAPER

We create an internal white paper that lists salient points from our discussions with you, research materials relevant to the assignments, specific time line information, team responsibilities, etc.  This White Paper will be sent to you for your review.

 

• CANDIDATE INTERVIEWS

This step includes identification and initial discussions with potential candidates.  Profiles and backgrounds are done at this stage.  An internal report is generated for each potential candidate and is carefully checked based on the criteria set up for the search.

 

• PRESENTATION OF QUALIFIED CANDIDATES

Candidates are presented to you for interviewing.  (Note:  part of our initial meeting will include going over the procedures you would like followed at this stage, i.e. initial telephone/conference calls, trip to offices.).  This step includes the initial discussion (whether by phone or face-to-face) and the first full face-to-face interview.  Only those in whom you have a significant interest will be scheduled for a full face-to-face interview.

 

• DEBRIEF

After the first face-to-face interview, our consultants will gather information from both the candidate and you regarding the process and potential for going to the next step.  At this point, any questions that the candidate has or you have will be passed on.  You will receive a written debrief report for each principal candidate who has had a face-to-face interview with you.

 

• INFORMATION REQUESTS

Any information required by you or requested by the candidate will be provided at this point as appropriate.  This information can take any reasonable form, but does not include the exchange of any materials that could be considered proprietary.  However, it does include information such as references from a candidate’s clients that he/she feels comfortable giving to you directly or us as an intermediary, permission from the candidate to contact mutual acquaintances and colleagues, etc.  You will receive a written report of information requests and responses.

 

• SUBSEQUENT MEETINGS AND COUNTER OFFER BRIEF

Subsequent meetings and phone conversations are scheduled and coordinated at this step.  A debrief report is prepared for each contact.  Information request reports are prepared at this stage as appropriate.  In addition, during the subsequent meetings, a consultant will prepare a “Counter-Offer Brief.”  This brief will indicate to you if and how we initially see any counter-offer threat should we continue to the offer stage with this candidate.

 

• STAFF LEVEL CANDIDATE REVIEW (if appropriate)

Resumes and information on potential staff-level candidates are submitted for your review.  Each staff-level candidate will have been interviewed/screened by us and we will attach our notes on each one to you.

 

• REFERENCE AND CREDENTIAL CHECK ON PRINCIPAL CANDIDATE

At your request a full and official background check will be conducted by Isis/IGA, a Texas-based independent company which we have used for the past several years.  This background check includes employment and credential verification at a minimum and then any additional information that we have discussed in our preliminary descriptions of the assignment (i.e. criminal record, credit history, etc.). This service is offered to you if you do not have an in-house system.

 

• DECISION ON OFFER

A discussion between you and a WGCC consultants will determine whether or not an offer will be forthcoming and if so how that offer will be constructed.  The consultant will provide any assistance and information necessary for you to make an informed decision to produce an offer acceptable to both you and the candidate.

 

• COUNTER-OFFER DISCUSSION

Once you have determined that you will make an offer to a candidate, our consultants will move into the final phase of our counter-offer program.  At the time an offer is made, we will provide a full assessment (in writing) of how we see the counter-offer situation.

 

• FINAL INFORMATION GATHERING

A final check is made with both the candidate and the client regarding any outstanding questions, reference checks, concerns, etc.

 

• PRESENTATION OF OFFER AND CLOSE

 

To set up a meeting:  Home-of-WGCC@att.net