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Our Process

The assessment and selection of outstanding talent has most often been described as an “art”, sometimes as a mystery, but rarely as a science. In fact, even today most hiring executives rely on a “gut-feel” when making hiring decisions. When calculating the cost of a bad hire, many senior executives note the untold amount of lost hours and worse, lost opportunities.

Our search fulfillment process is time-tested, and ensures a superior talent acquisition strategy that enables our clients to accurately assess each candidate’s performance profile as well as the behavioral “fit” for the specific position. Most importantly, we provide our clients with the data they need to make a sound business decision when making a critical hire. The following outlines our three phase approach to search fulfillment and outstanding results.

 

Phase I – Comprehensive Needs Analysis, Specifications and Research

Our initial step in the process is to build the framework for a successful search through a thorough “have and needs” analysis. We conduct a facilitated process with the appropriate executives on the hiring team that enables us to gain a thorough understanding of the company’s operations and objectives, clearly define the specific requirements and performance objectives for the position, and build a consensus among the hiring team as to the key competencies and leadership attributes required to execute on their objectives.

We then conduct targeted research for each assignment we undertake, including in-depth direct sourcing of target companies as well as organizational charts/mapping of competitive companies. Eight out of ten searches we complete are the result of direct sourcing of candidates who are gainfully employed. Our highly-focused research capabilities, combined with our extensive network, are routinely drawn upon to utilize all available sources, contacts and industry expertise.

 

Phase II – Candidate Development

We identify and approach individuals whose experience, credentials, skills and accomplishments are appropriate for the position. Subsequently, utilizing our time-tested interviewing techniques, we conduct in-depth face-to-face interviews of the top five or six candidates, matching them against the client’s performance expectations to narrow the field to a semifinal group of candidates.

After a panel of finalists has been agreed upon, we present detailed written dossiers on each candidate, to include documents relevant to the position that are prepared by the candidate for client review. The finalist will be qualified, motivated and willing to make the move. They will also have realistic compensation expectations and the right motivation to join the client’s organization.

 

Phase III – Selection, References Background Checks, and Offer

After the client has interviewed the finalists and narrowed their selection, we begin our intensive reference checks and comprehensive background checks, the results of which are presented in writing. When a final selection has been made, we work closely with the client in developing the strategy of an “offer” for the selected candidate. We typically present that offer, manage all negotiations, secure a verbal acceptance, and facilitate the closing process. We then assist in any and all logistics issues including the physical relocation and other transition issues.

After a successfully completed search, we maintain contact with the client and the new hire to facilitate a smooth transition. Because we focus on a candidates’ leadership potential over time, we have a vested interest in maintaining a long-term relationship. Since we track our performance, we follow up with the client and the successful candidate at 90 day, six months, and one year intervals.

Wellington Management Group Philadelphia