Search Specification
The output of a quality needs analysis is a written search specification. Starting a senior level search without a well written document or roadmap is tantamount to building an office building without a set of plans. Now I know a guy who built a beautiful ten thousand square foot home near Johnson City, Texas without plans, or so he claimed. He also said that 90% of the materials for this structure, which doubled as a hunting lodge, came right off of his land. There are certainly exceptions to every rule, but you are clearly stacking the odds in your favor if you will discipline yourself to follow a proven process.
Our specification becomes the roadmap for each search, and it is always a joint venture between our client and our search consultant. Indeed, we do not start a search until we have executed a comprehensive needs analysis with the client’s key decision makers, and are able to obtain a complete buy-in on the entire search process including the research piece and target list. Because we feel so strongly about this phase of the search, we don’t accept every assignment we are offered. We don’t accept assignments from employers who’ve demonstrated irresponsible employment practices, employers with unrealistic expectations or employers who are not willing to partner with us. Great searches are seldom the result of the unilateral efforts of a search firm or its consultant. Great searches, more often than not, are the result of a collaborative effort between all key decision makers on the hiring side, and the lead search consultant on the firm side. In our judgment, an effective search specification contains a minimum of five key elements: a company positioning, opportunity positioning, job description, performance expectations and a description of living conditions in the area. If the needs-analysis has been conducted properly, most of the search spec work has already been done.
Remember one thing as it relates to the search specification. Unless we are talking about a confidential search, the Search Spec is the primary marketing piece for the search. Typically, this document will be read by many people who are potential candidates and many who are not. This document should do a great job “selling” the company, opportunity and the physical location of the job. Since the majority of candidates sourced for a particular situation will more than likely be happily and successfully employed, selling the opportunity is key. We believe strongly that the opportunity should be sold; not the candidate. Sell the opportunity and require the candidate to sell him or herself. Avoid the trap of selling candidates on making a move. If the search spec and the consultant involved have done a good job selling (not embellishing) the opportunity; the right candidates should draw their own conclusions without unnecessary pressure. It is this “selling” I am talking about which can indeed compromise the outcome of the search. Remember the objective should be to facilitate a match that works for you and candidate alike; not to force or cajole a square peg in to a round hole.