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Initially, we communicate with client company executives who have a direct interest in the search.  We obtain from them the information necessary to develop a position specification describing reporting relationships and the education, skills, experience and personality profile requisite to satisfactory performance in the position.  We also obtain data concerning the client’s organization, history, objectives, critical problems, personalities, competitors and other pertinent information that will have a bearing upon the effectiveness in the search.  We may also meet with key individuals within the client organization in order to fully understand the culture.  Any and all information shared with us is held in strict confidence.

After having developed the position specification, we determine potential sources of qualified candidates.  As individuals with the desired qualities are usually not actively seeking another position, they must be sought.  As a general rule, advertising does not generate acceptable results.  Accordingly, it is our practice to research appropriate companies in the industry and to use a direct approach in locating individuals who meet the position specification.  This individual will have established patterns of accomplishment and success in positions, which closely approximate the position parameters.  This process is designed to yield qualified high potential candidates to compare and evaluate competitively with one another.

Selected candidates are thoroughly screened in person, in order to obtain a realistic understanding of their accomplishments, capabilities, potential, strengths and limitations.  Comprehensive analytical / personality testing may be utilized in order to further evaluate candidates’ suitability and long-term potential with our client.  A detailed resume and evaluation of each of the most qualified individuals is then prepared for presentation to the client.  References, which can be safely checked prior to client introduction, are discreetly contacted.  Remaining references are contacted when mutual interest has been established following a meeting between the client and the candidate.  In conducting reference checks, it is our practice to speak directly with individuals who are, or have been, in a position to directly evaluate the candidates’ performance on the job.  These references and evaluations are intended to provide frank, objective appraisals of the candidates.

Once the ideal candidate has been identified our staff is uniquely qualified to provide the client with recommendations regarding optimum and competitive plans.  While the final selection of the individual and the offer of employment are normally made by the client, we are prepared to assist, as required, in any negotiations necessary to achieve offer acceptance.  We therefore prefer to be actively involved in the detailed debriefing of both client and candidate to surface any obstacles or problems that could have an impact on acceptance of the offer.

Our firm does not accept any assignments that we do not feel that we can successfully complete.  Further, Williams & James affirms, without reservation, the principles of equal opportunity in employment.  We will not discriminate against qualified candidates for any unlawful reason, including race, religion, gender, national origin, age, or disability.  We expect our clients to comply with nondiscrimination policies and practices as well.