Our
proven search process consistently yields the top 20%
talent and provides the best recruiting coverage
in the search industry, supported by written documentation.
The
Nantais Group DMAIC-Search Process Overview
Search excellence starts with the sound foundation of a well-defined
and consistent search methodology. Our DMAIC-Search process
methodology incorporates a unique Six Sigma approach to filling
our clients’ staffing needs.
An important foundation of Six Sigma methodology is the concept
of defect elimination. Six Sigma defines a defect in terms of
meeting the specifications, expectations and requirements of
the customer. What is a defect with regard to the executive
search process? Presenting unqualified candidates, candidates
with missing skill sets and candidates who don’t fit the
corporate culture and chemistry of the client are just some
examples of defects that can result from a poor search process.
At The Nantais Group we practice what we preach when it comes
to Six Sigma. Our experience has shown us the importance of
incorporating the voice of the client (VOC) at each critical
phase in the placement process. We take great care in defining
and characterizing the client’s critical to quality (CTQs)
requirements, up front, to ensure successful screening and placement
of candidates, thus avoiding defects that can cost a client
wasted time, money, and worse yet, a poor placement.
Each phase of our DMAIC-Search process is designed to move the
search process along efficiently and effectively, thus enabling
us to exceed our clients’ expectations and requirements.
DEFINE PHASE - STEP 1
Voice
of the Client
Just as with any customer-centric transactional Six Sigma process,
in order to provide quality service, the Define phase of our
DMAIC-Search methodology starts with the voice of the client
(VOC). This is the first important step in our process toward
clearly defining the client’s critical to quality (CTQ)
search requirements and sets the stage for the rest of the search
effort.
Defining
the Search CTQs
We develop a thorough quantitative and qualitative profile of
the client company, the hiring department, and the ideal candidate
in order to best understand the client’s CTQs. As part
of this process, we also focus on gaining a thorough understanding
of the client’s business philosophy and culture, because
studies have shown that the ultimate success of a chosen candidate
correlates strongly with compatibility and chemistry, in addition
to other hard skill factors. Our targeted profiling questions
are not only designed to identify the client’s CTQs, but
also aid in our understanding of their alignment down to the
ideal candidate profile. This process greatly enhances our ability
to deliver candidates better targeted to the client’s
requirements.
Search
Stakeholders
We prefer to work directly with the key stakeholders in the
search process. These are the decision makers immediately involved
in the hiring process. By working directly with key stakeholders,
we believe we can greatly improve the efficiency and effectiveness
of our search process.
Search
Deliverables and Goals
During the Define phase we work closely with the client to identify
up front the project scope, milestones, deliverables, goals
and expectations. We define the responsibilities and expectations
of each party to ensure smooth execution.
MEASURE PHASE - STEP 2
The
Measurement System
In the Measure phase of our DMAIC-Search process we prepare
a Position Benchmarking Specification that is validated and
approved by our clients before we initiate the search project.
This specification is the measurement system by which all potential
candidates will be benchmarked and assessed, ensuring the client’s
CTQs are met.
The Data Collection Plan
We formulate the search strategy, targeting specific industries
and companies to find the best candidates. This data gathering
strategy leverages our extensive industry knowledge and proprietary
contact database of industry leaders, corporations, and professional
associations. This approach, coupled with our growing database
of candidates, enables us to move efficiently and effectively
through the search process.
Data
Plan Execution
During this phase we work closely with the client to develop
a company marketing presentation to attract the best candidates.
By talking to a large number of people, we generate a substantial
number of qualified individuals to compare, evaluate and assess.
Measurement
System Validation
We believe in validating our approach as we move through each
step, modifying our measurement and search strategy parameters,
as needed, based on market, candidate and client feedback.
ANALYZE PHASE - STEP 3
Determine the Vital Few "Best Candidates"
The Analyze phase of our DMAIC-Search process is intended to
identify and find the vital few “Best Candidates”;
those with the right skills and qualities that best correlate
to the client’s CTQ requirements.
Measurement System Capability
With our team’s decades of experience, we are uniquely
qualified to find, assess and recruit the right talent for our
clients. The Nantais Group leadership and resource teams have
real-world, practical experience in their application. This
is truly what differentiates us from other firms. We speak the
language of our clients and candidates.
Search Screening and Analysis
All prospective candidates are contacted to determine their
interest and level of qualification for the position. After
analyzing the results of this initial screening, we schedule
an in-depth interview to assess the candidate in more detail.
We assess and compare every aspect of the candidate’s
background, skills, values, strengths and weaknesses versus
the client’s CTQs, as outlined in the Position Benchmarking
Specification. We also probe for candidate alignment with the
client’s culture and business philosophy.
Confirm Selection of the Vital Few "Best Candidates"
Our DMAIC-Search process is specifically designed to cull the
vital few from the trivial many. From this process we select
no more than three to four candidates for presentation to the
client. For each candidate we prepare a written confidential
summary of our assessment of the candidate versus the client’s
CTQs.
IMPROVE PHASE - STEP 4
Search Solution Validation
The Improve phase of our DMAIC-Search process is focused on
driving the search process to a successful conclusion. This
phase begins with client-candidate interviews. We typically
assist in the logistics of scheduling interviews, meeting times
and other details, so that all interviews proceed smoothly for
both the client and final candidates. Following the interview
we debrief the candidate and the client, providing feedback
if necessary to each party. We also take the time to assess
our own process performance, ensuring that the presented candidates
meet the client’s CTQs.
Search Validation Conclusion
When the final candidate is identified and both the client and
candidate express strong interest in moving forward, we complete
final references checks to further validate the candidate’s
leadership abilities, integrity, technical competence, achievements
and personal characteristics. This process can either be done
prior to, or after the final interview process depending on
client preference.
Failure
Mode Detection and Prevention
Detection and prevention of potential failure modes prior to
this point in the process is critical to the successful conclusion
of the search process. The DMAIC-Search process is designed
to continually test, at every phase, candidate commitment to
the search process. We probe, in detail, with questions about
relocation preferences, salary expectations and spousal buy-in,
to understand the candidate’s CTQ requirements. We also
take great care to coach candidates on how to handle the inevitable
counter-offer scenarios that follow a resignation.
Search
Solution Implementation
We recommend that we serve as the liaison between client and
candidate during the offer and negotiation process. By serving
as an intermediary, we can often work out details that have
a significant bearing on the final acceptance or rejection of
the offer.
CONTROL PHASE - STEP 5
Process
Transition and Monitoring
Just as with any successful Six Sigma project, the Control phase
of our DMAIC-Search process is focused on maintaining the positive
results gained from a successfully concluded search effort.
As a result, our involvement with the chosen candidate and client
doesn’t end with the completion of the search process.
We believe in helping both parties achieve a smooth transition.
We take the time during the first several months to monitor
the new employee’s progress and the client’s satisfaction.
By identifying potential issues early, we can help drive resolution
quickly and ensure satisfaction of both the client and newly
hired candidate.
Continuous
Process Improvement
Because we believe in developing a long-term partnership with
our clients, we are focused on the continuous improvement of
our DMAIC-Search process. At the conclusion of our efforts we
seek written feedback from both candidates and the client. This
candid feedback helps us to continually upgrade our services
and ensure client and candidate satisfaction.
Guaranteed
Results
We are so confident that our DMAIC-Search process will yield
a suitable match between candidate and client that we back it
with a candidate guarantee.
