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OOL Process Follows the DMAIC Method

Your investment in executive search should acquire an efficient, quality search process that will ultimately identify and place a candidate that will fit the role and your culture. We follow a disciplined methodology similar to the DMAIC (Define, Measure, Analyze, Improve, Control) method.

D

Define

The most important step begins with the “voice of the customer” input and insights on the role, culture, metrics, competencies and expectations around the search assignment:

  • The position is defined and the major stakeholders are interviewed to gain important insights and information
  • Schedules, deliverables and protocol are defined

M

Measure

We bring the project “in-house” to refine, benchmark and formalize the information received from the client:

  • Benchmark/Target analysis identification
  • Review and refine job specification
    • Competency profile established
    • Screening questions designed
    • Client employment brand employed
  • Identify resources
    • Industry/functional associations
    • OOL Database
    • Directories
    • Industry/functional experts and coaches
    • Client collateral material
  • Internal resources assessed and implemented

A

Analyze

We activate the search and begin the interaction with the candidate pool and resources:

  • Communication tactics evaluated
    • Phone, emails, letters, etc.
    • Resources leveraged
      • Associations
      • Industry experts and coaches
      • Universities
  • Candidate pool continuously assessed and qualified against defined competencies and functional specifications
  • Identify obstacles/challenges/Issues facing candidate recruitment (Relocation/Spousal, Compensation, etc.)

I

Improve

We assess and analyze feedback and information as we interact with the networked community to refine the search:

  • Assess resources and tactics to focus on most effective
  • Refine message to the networked community as needed
  • Advise client on issues impacting the search process
  • Refine candidate pool to the best

C

Control

Introduce the final candidate pool to the client for interview and selection.

  • Client action
    • Interviews scheduled
    • Debriefs
    • Final candidate selection
    • Offer and compensation package assembled
    • Onboarding strategy determined
  • Candidate action
    • Relocation defined
    • Offer finalized
    • Start date defined determined
  • Search firm action
    • Negotiation support
    • References/audits/background checks
    • Relocation acclimation support
    • Spousal assistance
    • Follow up strategy and schedule defined and implemented
    • Contract finalized