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Career Planning Guide … find the best that’s in you 2014


Introduction

An Introduction At the heart of career development at Davies Park is being passionate about executive search and taking genuine pride in finding candidates on behalf of our clients. If you are strategic and thorough in your approach, tenacious, and collaborative, when completing the search process you will be well on your way to a successful career. At the same time this career guide has been developed with continuous improvement in mind. No matter how experienced (or seasoned) you are in your profession there are always opportunities to refine your expertise, or to progress to another level of contribution, whether within your role, or in other roles, as new opportunities arise.

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Introduction

gauge where you are in your career journey

Using this career guide you will be able to

spot opportunities for growth distinguish between good quality work and excellence identify learning needs when new to a role clarify what it takes to succeed at the next level if you want to progress in the organization leverage your strengths and identify and aim for positive developmental targets

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Introduction

Working Together All roles at Davies Park focus on one common goal: delivering exactly the right talent needed by our clients, as quickly as possible. All roles work collaboratively to deliver this goal, and together we systematically work through the Davies Park search process. Each role has a set of core responsibilities, yet in day to day practice people may do tasks that are outside of the core scope of their role to meet client’s needs, or as a career development opportunity.

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Introduction

To Fulfill Client Needs For example, an Associate who aspires to be a consultant may conduct interviews as part of their career development, or a Senior Consultant may conduct business development as a way to broaden their experience, or meet market demands. Our employees tell us they value this type of flexibility and diversity, as it supports their career development and provides them with variety, yet at the same

time, it is helpful to have clarity on career progression standards and opportunities.

number of directions depending on an individual’s needs, company priorities, or the stage of growth in a given office.

Given this, rather than show career progression at Davies Park as a step by step ladder like in a traditional organization we represent our career development opportunities as a wheel. To us, a wheel represents movement and evolution, and it can be steered in a variety of directions. Similarly, careers at Davies Park can go in a

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Introduction

The Davies Park Career Wheel The Davies Park Career Wheel provides our firm with a common vision and practical reference point for internal career development, and outstanding consistent service to our clients. There are ten core competencies in the career wheel. Holistically, these competencies represent what is important for providing executive search services, and for running a successful executive search company. All ten competencies are important to everyone from a career development standpoint. Meaning, that someone may choose to develop any one of the competencies to be more effective in their current role, or to prepare for future advancement, and achieve their long term career goals.

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Introduction

The Ten Competencies

1

2

3

4

5

Preliminary Research

Candidate Identification

Candidate Evaluation

Short List Interviews and Final Selection

Search Finalization and Followup

6

7

8

9

10

Client Management

Teamwork and Collaboration

Coaching & Developing Others

Business Development

Operations Management

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Key Considerations

Key Considerations The Davies Park Career Wheel and the ten competencies were defined through interviews with our highly experienced staff, as well as knowledge of best practices in our field.

You may chose to focus your development on one competency, or you may chose to focus on multiple competencies if you want to acquire certain experience to meet your career goals.

Embedded into the design of this framework is something called a maturity grid, a common assessment and improvement tool which helps individuals and organizations to gauge where they sit against a set of progressing criteria.

For example, a new Search Associate in the firm will likely focus their career development on the research competency. Once they master this, they may start to work on the candidate identification competency. In contrast, a Senior Consultant may have more fluid career development goals, working on client management simultaneously with advancing their candidate evaluation skills.

Using the maturity grid you will be able to gauge the baseline expectations for your role, as well as identify development opportunities based on your strengths and interests. 8


1. preliminary research 2. candidate identifiaction 3. candidate evalution 4. short list interviews & final selection 5. search finalization and followup

1 10

2

9 3

8 4 7

5

Career Wheel A MATURITY GRID can be used as an assessment and improvement tool. It helps individuals and organizations to gauge where they sit against a set of criteria, advocating a progression through different stages. In the same way that a person’s skills can go through stages of maturity, so do organizational settings and processes. What is required for success in a more mature organizational setting may differ compared to a start-up that is less established. Using a maturity grid you can gauge what is needed in your specific setting, and where you sit relative to the established criteria.

EMERGING

ESTABLISHED

6 6. client management 7. teammwork and collaboration 8. coaching and developing others 9. business development 10. operations management

ADVANCED

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1

Preliminary Research Define need, establish search strategy, meet with key stakeholders to gather input into profile. Agree on candidate specifications and workplan

EMERGING

May accompany a Senior Consultant or Partner to the profiling conversation in order to better understand the search requirements, and client’s needs. Typically takes notes or communicates specific agenda items. Conducts research to better understand the client’s industry, competitive landscape, and unique value proposition. Writes the opportunity profile using inputs from the profiling meeting. May require coaching as needed. Puts together the full search strategy for simple searches, or within areas of strength. Provides input into the search strategy for more complex searches, collaborating with team members.

10

ESTABLISHED

ADVANCED

Co-facilitates the profiling meeting, typically acting as a spokesperson for parts of the meeting.

Leads the profiling meeting and acts as the primary contact throughout the search process dealing with any escalated issues.

May facilitate the whole profiling meeting if there is a pre-existing relationship with the client, vertical experience, or special expertise.

Able to understand the big picture context of the search and how it fits with an organization’s strategy, and structure.

Demonstrates an understanding of the client organization, general business acumen, and organizational structure and jobs.

Able to talk about market intelligence and how it may inform the search strategy.

Able to write a client ready opportunity profile with minimal inputs from the Partner. Communicates the client’s expectations to the internal team that is assisting on the search – expectations, timelines, potential challenges. Collaborating internally, creates a high quality search strategy, getting coaching from others when challenges arise.

Can foresee potential challenges with the search based on past experience and market knowledge; manages client’s expectations. Asks pertinent questions that demonstrate business acumen. When required, able to challenge a client’s perspective with tact and diplomacy. Creates a high quality search strategy; inspiring the client’s confidence in Davies Park’s ability to deliver the target candidate.


2

Candidate Identification Conduct industry research, source industry experts, database research, direct source, draft and place advertisement, screen candidates, review long list with committee.

EMERGING

Tries to find candidates using a variety of research methods such as the internal database, web research, and industry associations. Conducts screening calls for candidates to determine suitability. May receive coaching on how to handle phone conversations and / o how to write sourcing emails for different contexts. Typically requires coaching for how to source highly specialized candidates once standards methods are exhausted. Shadows others.

ESTABLISHED

Able to generate high quality candidate lists consistently and quickly. Comfortable calling / reaching out to passive candidates and able to adjust their style and approach depending on how the interaction unfolds; able to establish credibility and build rapport. Can skillfully get past gatekeepers, and get resume information from reluctant candidates.

Generates a long list of candidates, presenting candidates to the Partner and search team to review.

Able to skillfully obtain critical screening information from passive candidates (reporting information, level of interest, salary flexibility, needs, potential derailers etc).

Demonstrates persistence and tenacity as obstacles occur.

Can review a resume and extract whether the candidate matches the client’s needs.

Proactively learning research techniques and screening techniques; is curious about new methods.

Reviews the long list of candidates to determine which candidates will best meet client’s needs.

ADVANCED

Able to source candidates that are highly specialized using a variety of research techniques. Able to quickly identify candidates based on past experience with searches, industry knowledge, and extensive network. Produces excellent results using the database; can generate high quality key lists using effective key word searches. Oversees colleague’s research, providing new strategies and techniques. Able to find high quality candidates in difficult circumstances.

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3

Candidate Evaluation Conducts in depth interviews, conducts preliminary references, review short list with clients, prepare client and candidates for interviews, complete additional assessments.

EMERGING

Learning how to conduct interviews by shadowing others or conducting straightforward interviews for low risk searches.

ESTABLISHED

Conducts interviews for a variety of searches, using best practice interview and selection techniques.

Able to engage with candidates, build trust, and ask pertinent questions for the search.

Demonstrates active listening skills, asking questions and understanding candidate’s needs.

Writes high quality candidate reports which are reviewed by colleagues prior to presenting to clients.

Able to foresee potential derailers, or risks, and may receive coaching on how to best navigate them.

Actively engaged in reading, coursework, and mentorship on candidate evaluation techniques.

Writes high quality client reports outline candidate’s suitability for searches. Facilitates client meetings regarding the short list, and candidate’s suitability. Has credibility and rapport with clients and candidates. Coaches clients on interview acumen and process.

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ADVANCED

Conducts interviews for top level executives; able to build trust, rapport and credibility. Pro-activley manages potential derailers or search risks. Skilled in a variety of candidate evaluation techniques; uses the best approach for a given situation; advises clients on different methods. Able to shift from evaluating a candidate to showcasing the client’s job opportunity as needed.


4

Short List Interviews and Final Selection Coordinate client / candidate meetings, facilitate other stakeholder meetings, conduct final in-depth reference checks, assist in negotiations of employment offer.

EMERGING

ESTABLISHED

May attend the short list meeting in order to understand the overall picture of the search process, and gain exposure to the client.

Facilitates short list meetings, sometimes with a Partner depending on the search and client relationship.

Participates in generating a short list for searches, working closely with the Senior Consultant and / or Partners.

Builds the client’s confidence in the search process based on the way candidate information is presented.

Conducts reference checks, as assigned by the search leader.

Shares market intelligence that is pertinent to the search criteria and progress.

ADVANCED

Leads short list meetings, advising clients and colleagues throughout. Able to present “outside the box” candidates with credibility and in a way that adds value to the search process. Conducts reference checks with top executives and strategic relationships; showcases Davies Park services.

Emails offers to candidates, answering basic questions. Coordinates interviews and assessments throughout the search process.

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5

Search Finalization and Follow Up Assist with transition of candidate to new environment, close out of and provide feedback to unsuccessful candidates, communicate with candidate and client on an ongoing basis.

EMERGING

Coordinates the presentation of offers. May answer basic questions. May present the offer in a straightforward situation where there is a pre-existing relationship with the candidate. Follows up with unsuccessful candidates tactfully and diplomatically; keeps the database up to date.

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ESTABLISHED

Presents and facilitates offers to candidates. Supports clients to successfully onboard candidates; checks in at regular intervals with candidates and clients. Proactively communicate updates to candidates and clients so they have current information.

ADVANCED

Presents candidate offers, skillfully handling objections and ensuring win-win negotiations. Negotiates offers on behalf of clients and candidates, and able to skillfully deal with discrepancies for a win-win solution. Can skillfully foresee counter-offer risks, and coach clients and candidates through them. Makes decisions about who is the best person to follow up with unsuccessful candidates; facilitates the process in order to preserve relationships and the company reputation


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Client Management Recognizes and understands client’s needs and delivers services in a manner that meets and preferably exceeds client’s expectations; guides clients through the Davies Park search process.

EMERGING

ESTABLISHED

Committed to providiing excellent client service within the scope of their role, and able to meet deadlines and quality standards for multiple searches, at different phases.

Manages the search process, bringing in partners at key touch points for the purpose of relationship management and business development.

Able to explain the Davies Park search process including each phase and key steps.

Encourages clients to support the Davies Park search process and be actively involved.

If needed, able to explain their role in the search process to clients answering questions as needed.

Adjusts their approach when dealing with different personalities and levels of leadership; able to quickly establish credibility and rapport.

Behaves appropriately in client situations, knowing when to participate and when to defer to others for the best result.

Ensures colleagues are aware of existing clients so researchers do not target them for searches. Escalates challenging situations to Partners.

ADVANCED

Acts as executive sponsor for the client relationship; develops relationships with key decision makers. Manages the overall client relationship and engagement, touching base with clients at key touch points during a search. Is skilled at all phases of the search process. Responds strategically when faced with unforeseen circumstances (re-dos etc); keeps the search and relationship on track. Maintains relationships with clients in between searches to support business development activity.

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7

Teamwork and Collaboration Builds and maintains cooperative work relationships with others. Completes their work in a timely and responsible manner and directly contributes to team goals.

EMERGING

ESTABLISHED

ADVANCED

Responsive to clients and internal colleagues.

Builds and maintains cooperative work relationships with others.

Assumes responsibility for the success of the team.

Delivers results for the benefit of the team.

Listens to and values the input of others.

Creates a culture that supports teamwork.

Makes a positive contribution to the team, helping colleagues as needs arise.

Collaborates effectively in meetings and informal interactions.

Creates opportunities for relationship building within and across offices.

Shows willingness to listen to feedback and take on higher level responsibilities as opportunities come up.

Commits to supporting the larger group effort.

Flexible as needs and priorities change.

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Assists others in the completion of their tasks to support group goals. Proactively communicates to team members about issues / decisions that impact others.


8

Business Development Sells Davies Park services to new and existing clients; helps to build market share.

EMERGING

ESTABLISHED

Builds positive relationships with clients which results in repeat business and referrals.

Sources out new business development opportunities.

Promotes Davies Park when conducting reference checks.

Is aware of the selling cycle and able to successfully move through each phase (prospecting through to new client acquisition).

Able to explain to prospective clients Davies Park’s value proposition. Assists with proposal writing and participates in prospecting meetings. May be actively engaged in external networking opportunities for business development and external reputation purposes.

ADVANCED

Develops strategies for developing and maintaining competitive differentiation in a geographic market. Able to sell in tough economic and market conditions, or highly competitive areas.

Develops proposals and RFPS and negotiates terms with clients.

Creates sales and marketing campaigns that deliver results.

Actively engaged in the business community (industry associations, Boards, networking) with the goal of networking and raising the profile of Davies Park.

Finds opportunities to leverage our national reach, and promotes the success of all offices.

Able to conduct sales presentations, and overcome objections.

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9

Coaching and Developing Others Provides honest feedback and guidance in a supportive manner and assists others in meeting individual goals, challenges and future potential.

EMERGING

Participates in orienting and training new team members. Shares knowledge to support colleagues to be successful.

ESTABLISHED

ADVANCED

Coaches colleagues on what it takes to successfully complete searches (expectations, timelines, etc).

Sees the potential in others and provides them with coaching and guidance to develop their skills over the long term.

Coaches others on how to overcome general obstacles as they arise.

Viewed as an expert with advanced or specialized knowledge; sought out by colleagues.

Able to balance coaching with direct feedback to support other’s development. Supports others when they feel pressured or stressed; helps to diffuse the situation. Stays on top of new developments in the industry; shares knowledge with others.

Generates solutions to unique problems or “sticky points” in ways that are helpful to others. Develops and delivers mentoring, coaching, or training initiatives that improve people’s skills (locally, or preferably company-wide). Recognizes others.

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10

Operations Management Applies general business and financial acumen to manage day to day operations and the long term vision of an office, and Davies Park as a whole.

EMERGING

ESTABLISHED

ADVANCED

Participates in Partner meetings, setting the vision for the benefit of Davies Park as whole. Develops a vision for the office ensuring consistency with Davies Park as a whole. Develops a road map and operating plan for achieving the vision. Oversees business operations for the firm, ultimately responsible for client service, growth, profit, and culture. Creates an environment that supports knowledge sharing and collaboration within and across offices.

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Key Roles

Key Roles at Davies Park Each of the Career Wheels to the right represent a key role at Davies Park, and the baseline expectation for each of the competency areas. Keep in mind that if someone is new to their role, they may still be developing in the competency areas. Whereas, if someone is more established in their role, they may be developing competencies that go beyond the baseline expectation, but are critical for future career development.

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Key Roles 1

1

10

10 2

2

9

9 3

8

3

Search Associate

8 4

7

4

7

5

5

6

Senior Consultant

6

1

Director, Research

1

10

10 2

2

9

9 3

8

3

Partner

8 4

7

5 6

4

7

5 6

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search phase

Appendix

Working Together To Fufill Client Needs

CANDIDATE IDENTIFICATION

CANDIDATE EVALUATION

SHORT LIST INTERVIEWS & FINAL SELECTION

SEARCH FINALIZATION & FOLLOW-UP

Define need

Conduct industry research

Conduct indepth interviews

Source industry experts

Conduct preliminary references

Coordinate client/candidate meetings

Assist with transition of candidate to new environment

Establish search strategy Meet with key stakeholders to gather input into profile

Database search

Agree on candidate specifications and work plan

Screen candidates Review long list with committee

Complete additional assessments

Opportunity profile

Verbal/written progress report

Short list report

Direct source Draft and place advertisement

Review short list with client Prepare client and candidates for interview

Facilitate other stakeholder meetings Conduct final indepth reference checks

Close out of and provide feedback to unsuccessful candidates

Assist in negotiations of employment offer

Communicate with candidate and client on an ongoing basis

References and offer

Feedback and strengthened team

outcome Search Associate Senior Consultant Director, Research Partner 22

action

Everyone at Davies Park collaborates together to fulfill the search process.

PRELIMINARY RESEARCH


Appendix

How We Measure Success Key performance indicators are numbers designed to succinctly convey our success and improvement. They create expectations, and motivate us to take actions that contribute to our success. Some of the metrics that we use to determine success are:

Preliminary Research

Candidate Identification

Quality of needs definition – Supports attracting the candidate and developing evaluation criteria

Candidate conversion rate – # of long list candidates sourced to # of candidates interviewed for short list

Quality of search strategy – delivers candidates that meet the search criteria quickly

Candidate Evaluation

Short List Interviews and Final Selection

Search Finalization and Follow Up

Candidate conversion rate – # of short list candidates presented to # of candidates interviewed by client.

Re-Do Rates

Offer acceptance to decline ratios

Repeat business

Time to Fill Client Satisfaction

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Appendix

Use the Career Wheel to Plan Your Career Development Step 1: Benchmark Look at the Career Wheel for your role to see what competencies are most important for your role, and what it takes to fully perform the role.

Step 2: Self-Assess For each relevant competency evaluate what level you are currently performing at (emerging, established, advanced). Most people will be at a higher or lower lever in one to three competency areas depending on whether they are new to their role, or how seasoned they are in the executive search field.

Step 3: Develop Consider your career goals (refining skills in current role or progressing to a new role) and pick one or two competency areas to develop. Discuss your career goals with a Partner to determine the best ways to develop in the target competency (shadowing, courses, job assignments etc). 24


Davies Park Career Planning Guide