Our Process
When conducting a retained executive search, there is really no room for shortcuts. A structured search process provides the foundation for face-to-face interactions with clients and candidates, providing the greatest opportunity for a successful outcome. Below is the time-tested process you can come to expect from Hedlin Ag.
1. Initial Strategic Search Meeting
Whether you’re a member of a Board of Directors, a company owner or an individual hiring manager, this is a critical step in the process. We want to know you, your culture, your challenges and objectives. We need to know exactly what the expectations are of the new executive. We create a candidate profile with you. Before the search begins, you will have a final opportunity to review and give a final "blessing” to the search direction.
3. Candidate Evaluation
We “hit the road” and conduct face-to-face interviews with the candidates that best fit the criteria established for the position. We delve more deeply into their professional qualifications and motivations as well as personal situations. The candidates that rise to the top in these interviews will be presented to the client for their evaluation.
5. DiSC Assessment
Finalist candidates will take a DiSC personality assessment. The full report and explanation behind the assessment will be shared with the client. This helps to better understand each unique candidate's natural tendencies and behavioral styles, communication style, and leadership strengths and weaknesses. The DiSC has a proven track record of helping clients make better informed decisions.
2. Candidate Identification
We go to work to identify potential candidates for the position. This encompasses everything from good old-fashioned cold-calling to utilizing social media (when appropriate), not to mention our existing database of candidates. The key here is to protect the confidentiality of interested potential candidates as oftentimes, the best candidates are gainfully employed.
4. Background & References
Candidates that are interviewed by our clients have will have background and reference checks completed. We personally speak with references to gain insight on candidates that may not be expressed in a personal interview.
6. Support After Placement
After a candidate has been placed, our work doesn't stop there. Hedlin Ag strives to remain engaged after the placement to offer support in areas such as onboarding, public announcements, employee communications, etc. As part of our services, we also offer to conduct the one-year performance review for the candidate. We provide guidance and feedback to the client and candidate throughout this process.