|
To advance the search in the most
efficient and productive way, we have developed a structured
process that is modeled upon years of history and results.
Prior to beginning an assignment, we
sharpen our knowledge of the client’s history, including its
markets, platforms, culture and competition. Based on
geographical considerations, we further define specific needs
for the particular branch or region. We will confer with
regional management to confirm that both subjective preferences
and real qualification needs (including any quintile
prerequisites) are realized.
Once we understand the scope of the need
and qualifications of the ideal pool of candidates, we prepare a
Position Specification.
The specification communicates the dimensions of the
opportunity and is ultimately shared with prospective candidates
and a select group of individuals who are in a position to
recommend prospects.
The Position Specification is distributed
to all Compass Advisor Senior Recruiting Consultants (SRCs) that
are assigned to the search. Prior to executing the search, the
selected SRCs are briefed by a Managing Partner to ensure that
all designate parameters are clear and can be communicated in a
competent manner.
For each individual region we formulate a
strategy most likely to surface a broad range of candidates.
This starts with a research list. Previous projects, additional
research and past contacts in the designated region are drawn
upon as well. Using these resources, we develop leads to
prospective candidates that otherwise might be difficult to
identify.
The candidates that emerge are introduced
to the client firm via a detailed Compass Advisor Profile (CAP). The CAP
presents facts about the candidate including all relevant
numbers relating to their book of business, past experience,
qualifications, achievements and background. Also attached with
the CAP is the prospect’s U-4 report.
Interviews are scheduled between the
client firm and candidate. As meetings progress, we act as a
conduit throughout the process. As an objective third party, we
can bridge any questions or concerns that might otherwise be
uncomfortable to address earlier on.
If an offer is contemplated, our outside
perspective and recruiting experience enable us to provide
recommendations to our client firm on the structure of a
compensation package calculated to attract the Financial
Advisor. By serving as an intermediary here, we can work out
details which could have a significant bearing on the final
acceptance of an offer.
Our role is not complete until the new
employee has made the transition successfully and is fully
integrated into the new organization.
|
