The RIGOUR of our search process enables us to always
find the right candidate for our client – within Canada or internationally.
RESULTS of our search process always exceed or – as a minimum –
meet the expectations of our clients and this is the raison d’être
of our 1-year GUARANTEE.
- Client Needs and Candidate Profile
Critical to a successful search is a solid understanding of our client’s
organization, environment, management objectives, leadership style
and desired outcomes.
In the development of an Ideal Candidate Profile outlining the required
professional competencies and qualifications and the desired personal
characteristics of candidates, we will sometimes recommend a creative
consultative process. Developed by our President, Mr. Jean Leroux,
it is based on the widely accepted US Centre for Creative Leadership
model and adapted to our Canadian business context.
Translation costs for the Ideal Candidate Profile
and the summary of the document are completely covered by Affex
Executive Search and are not passed on to the client.
- Search Strategy and Timetable
A specific Search Strategy is outlined and a strategic search map
prepared. It includes the selection criteria, appropriate sources
of potential candidates, a compensation and benefits fact sheet, an
advertising strategy and budget where applicable and a search timetable.
The map is presented in written form to the client for review. A professional
search, as a rule of thumb, takes from 6 to 8 weeks, from start of
search to hire.
Our approach is targeted to the client’s
needs, systematic and thorough. It attempts to satisfy all rules of
fairness and public scrutiny. It relies on the logic established in
the Search Strategy, our comprehensive candidate database and a wide
network of professional contacts. The full-time Research Director
and the Project Manager work in close collaboration in the same office.
It is not unusual for a search to involve 250 or 300 or more direct,
proactive contacts. The Project Manager does not delegate the work
to other partners or to the Research Director. He is in direct contact
with candidates and the client on a continuous basis.
If the Search Strategy includes soliciting applicants
through newspaper or web site advertising, Affex Executive Search
will work with the client to ensure appropriate wording and placement
of ads. We will design, write and place all advertisements and notices.
All responses will be handled by Affex Executive Search.
Translation costs for the advertisements will be
completely assumed by Affex Executive Search and will not
be passed on to the client.
Once qualified, potential candidates are identified
and screened, they are contacted for an initial assessment. These
confidential, in-depth preliminary interviews allow us to obtain a
thorough understanding of their experience, accomplishments, level
of interest, and potential “fit” with the client. From
our initial list, some 5-10 will emerge as strong candidates with
the interest and proven management talent required for initial consideration
– the “Long List”.
Regular updates will be provided to the client
Lead Manager, at all stages of the process. The Manager’s active
input is encouraged throughout. Any potential internal candidates
are treated with the utmost tact and integrity.
Presentation of candidates to clients
& Candidate selection
Once the preliminary interviews with candidates
are complete, the “Long List” of qualified candidates
will be presented to the client Lead Manager. A complete report is
presented including resumes of the ‘Long list’, recap
of experience and qualifications and general observations on candidates.
When necessary, Affex Executive Search
will translate the report in both official languages at its own cost
and will not pass on the cost to the client.
Four to five candidates are normally selected to
form the “Short list” and proceed to the final stage of
the search process.
Once a “Short list” of candidates has
been identified, interviews are scheduled promptly. We assist with
the interviewing process in many ways. This usually involves coordinating
the logistics of the interviews (we encourage holding interviews in
our board room in Ottawa or Gatineau); preparation of the interview
questions (in both languages when necessary), attending the interviews
as observer, coaching on the process, debriefing and discussion. Each
candidate is debriefed immediately following the interview and kept
informed of the process at all stages.
Affex Executive Search also develops a
full-scale, targeted rating system for each set of interviews, for
the benefit of Selection Committee members.
Once all interviews are complete, a full discussion
and analysis on candidates presented is held.
We sometimes recommend that an independent psychometric
assessment be conducted on the finalist before an offer is extended.
This type of evaluation may offer additional insight into a candidate’s
traits, abilities, skills and interests. Affex Executive Search
will be pleased to assist with a choice of recommended psychologists
and firms specializing in such assessments.
Reference checks and Contract Negotiations
At this point Affex Executive Search maintains
a consultative role but will assist in all facets related to reference
audits, the job offer and contract negotiations, ensuring the mutually
satisfactory conclusion of the selection process. We will conduct
specific reference audits on behalf of the client if requested.
Affex Executive Search will provide a
confidential, written report on reference audits to the Lead Manager
if requested, at no additional cost.
Affex Executive Search follows up with
the client on a regular basis and with the successful candidate, for
one full year after hiring. We also offer a complete guarantee in
the event that it becomes necessary to terminate the successful candidate
for performance reasons within one year of hire, or if a candidate
leaves on his or her own. We will redo the search at no cost but out-of-pocket
expenses normally involved with such a search will be billed to the
Our fees are competitive, and are quoted on a non-contingent flat
fee basis. Fees are based on the expected time, scope, difficulty
and research efforts required to complete the assignment.
Additional Identical Search
In the event that two identical searches were to be conducted simultaneously,
the second of these searches would be billed at 50% of the initial
fixed fee per search.