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Four: Telephone Interview
During the initial consultation, discuss complete details (who, what, when, where, how, how much, how long). Then ensure that both expectations and perceptions are realistic and market-based. Obtain examples of major accomplishments. Brainstorm for short-term and long-term career goals to agree on how to keep the candidate on an upward trending career path. You want to learn about any compensation issues and geographic restrictions. If there is mutual agreement that there could be a fit, then schedule an in-person interview. This initial consultation should last approximately thirty minutes.

Step Five: In-Person Interview
Keep this process ongoing until you identify three to five highly qualified and interested candidates. Depending upon the level of difficulty, retained executive search practices may initially contact approximately two hundred people, meet and interview twelve to fifteen to obtain a short list of three to five nominees or candidates.

Finally, once you identify a lead candidate, proactively manage the entire recruitment process from setting and monitoring first, second, and possibly third interviews, compensation negotiations, and other activities leading up to the start date and transition period with the new company. Remember one note; expect great candidates to receive one or two counteroffers from their current employers and offers from competitors.

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