The following are selected Managed Search offerings at Miles LeHane:

While each firm will offer different service types, Miles LeHane offers a custom/hybrid model, but follows more of the Executive/Retained Search model. This offers clients multiple support options in a cost-effective approach that is tailored to meet their specific search needs. We have our full-service traditional Executive Retained Search offerings along with segmented search support which we call Managed Search when a full open search is not required.  We aim to involve the client in certain aspects of the activities and responsibilities.

 

This at Miles LeHane is important to us.  While all firms say yes to this—we go the extra step on candidate communications to insure the client’s reputation is enhanced.  Candidates are very critical of search professionals who do not maintain the lines of open communications.  Traditional search professionals only communicate with those they are interested in, leaving the rest of candidates with no information that they have been excluded.

 

Working with a Search Firm allows you to maintain control yet receive the value from an expert in talent management and search.  At Miles LeHane our goal is to develop a long-term relationship that will pay dividends to your organization for years to come.  The following are reasons we believe it is beneficial for you to establish an exclusive search firm policy. 

1. Confidentiality of your organization’s policies, compensation plans, hiring profiles. 

2. Focused attention on your specific needs and search criteria. A finely tuned “criteria of success” will assist in sourcing the best candidates. 

3. No hassle with a great candidate who may be presented by multiple contingency recruiters causing you to potentially not be able to hire this individual. 

4. You and our search consultant work as a team to create a strategy and negotiating approach to bring on the best candidates of your choice. 

5. The opportunity to create and build a “Trust and Respect” relationship between both parties, resulting in effective use of time and resources. 

6. We can customize the services to meet your specific needs either by conducting a full open search or a process of assisting in selecting from internal candidates in a cost effective and professional process approach to insure best selection. 

We believe that you and your organization should frame the decision on a Search Firm as you do your other key outsourced professionals.  Senior leaders have many options when sourcing professional resource providers such as a CPA firm, or sourcing external Legal Counsel.  We take the trust you place in us very seriously and look to bring you the professionals and leaders your organization needs for the future.  Let’s build a partnership for the future.

 

 

 

The multiple steps will be done in collaboration with the client designated person. At Miles LeHane, we listen to you to learn about your search needs.  We add value to your search by exploring your definition of “what success would look like” when we identify your ideal candidate. We take the time to learn about your organization and culture.  This assists in locating the right person with the right skills.    

It is valued to gain approval on process and materials utilized well in advance.  It is also important that the final decision maker in the client organization had “signed off” on the criteria of success and the process.  It is not in anyone’s best interest to have the final outcomes derailed because there was not an agreement on process at the beginning. 

 

WHAT DOES THE PROCESS OF MANAGED SEARCH LOOK LIKE? 

This process is typically 3 months on average. 1/3 of the time is spent defining the position/search firm selection and internal corporate decisions for the hiring company. 1/3 is spent posting/recruiting usually open for 30 days, and then 1/3 on interviewing and selection driven by everyone’s schedule. 

Each candidate’s resume is reviewed by 3 different consultants to determine eligibility.  The top 10 are then selected and reviewed by the client.  After the client reviews, the candidate pool is then narrowed to the top 5 to receive two separate telephone/Skype interviews and then the final 3 or 5 are brought in for an in-person interview.  The final 2 are brought back for a final selection/decision interview.  Additional steps may be inserted to include profiling of the top 3 or 5 plus background checks and reference checks all integrated into the process before an offer is extended. 

Related article: 4 Open-Ended Questions You Must Ask Potential Executive Candidates

In general, they are treated exactly the same as external candidates for the full process to maintain fairness and equity.  Since much is already known about them the search professionals are looking at abilities for the new position objectively from their current roles.  The internal candidates will also go through the process of selection and if “dropped” from the finalist list they may still receive a courtesy interview.

The search firm usually reviews salary data and geographical salary conditions when accepting the search assignment.  The posting will typically have a published salary range for full disclosure.  If not, then salary comp ratios are reviewed and finally the candidates will also provide information on salary ranges.  Other organizations can be benchmarked as needed. 

Orientation is also called on-boarding.  That support can vary by depth and time.  Usually a 1-month period with phone/Skype or in person discussions with the company and the new employee are conducted by the search firm.  The company may also have their own on-boarding/orientation program.  On-boarding is usually disclosed in the recruitment with the final selected candidates and is integrated into the company’s process. 

A client organization is guaranteed that Miles LeHane will provide acceptable candidates until the position is filled or is closed.  The process previously mentioned contains deliverable outcomes depending what services are actually contracted under the Managed Search list of options. 

This is rare but the reason why is fundamental to the process restart.  It will be assumed that the process was well balanced, and that the candidate made a personal decision to withdraw.  Then it would pick up at the posting and selection stage and very well may include prior candidates who were active in the original search.  If necessary, we would go back to the clarification stage of “defining success” and the process would be re-implemented.

 

 

At Miles LeHane we use a team approach.  This typically includes a Project leader, staff support, a Search Consultant and an Interview Consultant.  Each person has a specific area to handle and all will have involvement with client and candidate communications.  We realize this is a people business and all people like to be treated respectfully and with transparency.  Your reputation is important to us. 

Search takes two separate skills; one is the quantifiable technical skills of the search process and then the other is the intuitive insights to candidates and the company leaders making the hiring decision.  Sometimes this is called the soft skills of effective search.  This is precisely why at Miles LeHane we have at least 4 or possibly 5 different people involved.  Each brings their personal genius or competencies to the search process and ultimate candidate selection. 

This is key to sourcing and selecting qualified candidates as well as focusing on the best “position-person” fit.  The initial phase of the process is learning, exploring and clarifying what success in the best candidate would look like! This is where the MLC Team approach is to the client’s benefit as we are able to bring the best search consultant based on the project requirements. 

When you place your search process with Miles LeHane exclusively, you create a partnership between both organizations with a focus on bringing in the right talent for your specific needs. We expect to deliver open and transparent search services driven by the customer.  We are focused on fairness and ethics.  We are transparent on these issues with our clients and at the same time need to honor their respective management culture.  

This is a very difficult issue.  Trust has many definitions and can easily be defined many ways.  For example, confidentiality is part of trust.  Running a “public” search and then maintaining confidentiality is sometimes very difficult.  Search firms focus on trust with the client organization because they hope to have repeat business.  Managed Search offers the client more assurances of trust since they are involved in certain segments of the search process. 

Miles LeHane offers a service guarantee with each Managed Search assignment.  Included in all our searches are profiling and a 30-day on-boarding activity.  The profiles allow us to better understand the candidate and how they will integrate into the company.  On-boarding may be basic or extensive with a focus on a successful launch into the position.