• After the slate of finalists is interviewed by the hiring team, the post interview feedback from both the company and the candidate is crucial. Keep in mind that the search consultant is retained and acting as the company’s agent and he/she should work diligently to address every issue uncovered through feedback.
  


• To assure success, the search consultant should be intimately involved with the actual offer and package being extended to the successful candidate. Always be sure to get an acceptance letter in writing from the successful candidate. Doing this promotes buy-in and conviction.
  


• The search consultant needs to stay in touch with the successful candidate once or twice a week to make sure that the resignation from his employer is going smoothly and to keep the client in close touch with the candidate.
  


• The search person needs to make sure that more than one candidate is qualified for the position and stays involved in case the lead candidate chooses another offer from a different firm or decides not to make the change. Should you be unable to get the #1 candidate, for whatever reason, you want the #2 candidate excited and interested.
  

The Bottom Line

The actual search consultant is the most important component for a company to consider when picking a search firm and consultant to serve their needs. This relationship evolves and is incredibly important to success - assisting your company in putting a world class team together. Success and effectiveness requires that you select and evaluate your recruiter and firm as carefully as you do the people you want to join your company.

Prepared by Dan Dieck, Co-Founder of the International Retained Search Association