PROPOSED WORK PLAN

 

 

 

Event : Completion Date

Needs Assessment Interviews : Week 1

Prior to beginning the search, a detailed Needs Assessment will be completed to fully understand the role that the new executive will be expected to play. This includes phone, video, and/or face-to-face meetings with key stakeholders and staff. SearchWide Global will coordinate dates and times.

To help us prepare for the Needs Assessment interviews, we will ask that you provide us with:

• List of key stakeholders and staff, including name, company, email, and phone number.
• If meetings are face-to-face, you will provide meeting location details. SearchWide Global will assist in securing a meeting location if needed.

Develop Position Description and Marketing Plan : Week 1 – 2

After the Needs Assessment, we will create a detailed position description/organization overview (incorporating your job description) that will act as an important sales and marketing tool. This will require final approval by the Search Committee and is an appropriate time to have a search committee meeting. We will review the draft position description and work plan and distribute and discuss the Non-Disclosure Agreement (NDA) that we would like each member of the search committee to sign.

To help us create the most accurate position description, the following information is requested from the organization’s marketing department leader:

• Current job description
• Way of life, selling points of your destination and points of interest.
• Specific details about your organization, size, scope, budget, governing structure, etc.
• Details about your venues, hotels and attractions.
• 5-10 relevant pictures.
• Any video links to highlight the destination, the product, or organization.

Confirm Important Dates : Week 1 – 2

We would like to confirm the Candidate Review Meeting and the Candidate Interviews as soon as possible to ensure the most convenient dates are available for the entire search committee. We will send polls to the search committee to identify available dates so everyone can attend these important events.

Gather Organization Information : Week 1 – 2

As we begin the search, we will proactively recruit qualified candidates who are curious about this position and will want to learn more. We will request the following types of information from your organization to pass to qualified candidates so they can continue to consider this opportunity:

Prospecting and Qualifying Candidates : Week 2 – 7

SearchWide Global takes a targeted approach to marketing the position and sourcing candidates. Immediately after you approve the position description, we will post the position on our website and your industry website and any other sources defined in the needs assessments. We use our strong relationships (inside and outside the industry), solid processes, a robust database, and industry expertise to provide your organization with only the best and brightest candidates. Weekly updates will be provided on candidate activity.

Review Candidate List with Search Committee : Week 8

A summary of the top 7 to 10 candidates will be available to review on our secure web portal. We will review this list with the Search Committee, by phone, video, or face-to-face, in order to select the top 4 to 6 candidates for the Committee to interview.

If we meet face-to-face to review the candidate list, we ask that a representative from your organization secure a meeting location and establish billing.
Candidate Processing of Short List Week 9 Once we have all agreed on the 4 to 6 candidates advancing to interviews, SearchWide Global will ask each candidate on the short list to complete a DiSC assessment and a Background Check. References will only be checked for the final 1 or 2 candidates.

• Conduct a detailed background check that covers federal, county, and state criminal history, credit, and driving and education verification.
• Have candidates complete the DiSC personality assessment.
• Conduct an extensive Google search.

Final Candidate Information Delivered : Week 10

To prepare for the interviews, the summary, resume, DiSC profile, and background check for each candidate will be available to review on our secure web portal using your own computer, mobile phone, or tablet. iPads will be provided during at face-to-face Search Committee interviews.

Search Committee Interviews : Week 10

SearchWide Global will guide you in coordinating the logistics for face-to-face interviews:

• A representative from your organization to secure an interview location and establish billing.
• SearchWide Global will facilitate logistics and timing between the selected candidates and the Committee.

All candidate expenses (meals, mileage, hotel, ground transportation, baggage fees, etc.) will be arranged by your organization, or will be reimbursed directly to the candidates from your organization.

If five candidates will be interviewed, a suggested format might be as follows:

 

Candidate Processing of Finalist(s) : Week 11 – 12

Once we have all agreed on the 1 or 2 finalists, and they have been thoroughly interviewed by the Search Committee, we will check references.

• References: We will not want to disrupt candidate’s livelihood until they become a finalist(s).
References will be checked for the final 1 or 2 candidates after the first round of client interviews. We will talk to two previous supervisors, two direct reports, and two additional professional references.
• It is recommended that all offers are predicated on a successful reference check and background check.

Search Committee Second Interviews
This will be for the finalist(s) and should include a meal with the Search Committee. We would recommend inviting candidates’ significant others for this second interview. This is also an appropriate time to include other stakeholders in the process.

Offer and Negotiation
SearchWide Global has extensive experience handling the hiring, negotiating and turn down process, in a way that protects the reputation and integrity of everyone involved.

Selection and Appointment
Our interaction with your organization and the placed candidate does not stop when the search is closed. We stay in close contact on a quarterly basis to ensure that all parties remain satisfied and productive.

NOTE: The work plan can be flexible based on the needs of the Board and/or Selection Com