The Nantais Group

Search
Process

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 ensuring 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 replacement service guarantee.