Case Study

THE CLIENT CHALLENGE

A Global Publicly Traded Company  hired a Senior Cost Analyst in which they utilized four local recruiting firms and interviewed 63 candidates over a three month period prior to making a hire. The candidate they hired was not working out and they wanted to replace the person, but did not want to go through a similar process in either time or number of candidates in order to replace the person.

THE SOLUTION

Met with the Plant Controller to get a thorough understanding of the company, needs, skill set, and personality desired. We outlined a timeline for an exclusive confidential search in which pre-set interview times were established two weeks away for five interview times.

An off-site interview location was secured in order to maintain confidentiality of the search. The five candidates were interviewed in one day.

The Controller stated that all five would be good in the role. An offer was made to one of the candidates and the Controller got approval to hire a second candidate and increase staff based on quality of candidates.

BOTTOM LINE RESULT

The company wasted time, money, and resources over a several month period. The company settled for someone who was not the right fit simply because they were the best of the worst. Within three weeks from first meeting to offer, a successful confidential search was conducted in which the hiring manager created a new position due to the quality of candidates and appropriate matching he received.

Shortly after the placements we received an unsolicited e-mail from the hiring manager, “They are working out great. Very good hires! Everything is going great. Maybe we can catch lunch or coffee sometime next week.”

WHAT WAS ACHEIVED

» An effective and efficient hiring process was created

» Saved the company hundreds of hours of interviewing the wrong candidate again

» The right candidate to fill a critical role was hired within 3 weeks of process commencement

» Strengthened client’s organization

» Have since placed five people in management positions with the existing client in mutually committed searches helping the client achieve more than one Billion in revenues at that plant

THE CLIENT CHALLENGE

A National Transportation Company  hired a CFO through another firm and the person left after a month.  The other firm then replaced that CFO and that person left within two months.   

THE SOLUTION

The CEO was referred to me.  We met and talked exclusively about the company, the problems the company was having, the strategic objectives of the CEO, and what the CEO was looking for in the CFO.  We co-created a time-line that included setting up dinners and interview.  We stuck to the time-line and got the right person in the role who:

• Was hired three weeks after the CEO and I met and started at the company five weeks after we first met
• Was excited by the challenges that the Organization was facing and looked forward to solving those problems
• Was that true strategic business partner to work in tandem with the CEO
• Is still the CFO for that company today and best friends with the CEO

BOTTOM LINE RESULT

The company was put in a bad position by making a miss-hire due to a flawed recruiting process that is too often based on either sales or time.  

By utilizing an evidenced based process that includes;  doing an exhaustive targeted search;  sharing all the details with each individual involved;  promoting good and meaningful conversation between the two parties

WHAT WAS ACHEIVED

» An effective and efficient hiring process was created

» The right person started a critical role in 5 weeks of process commencement

» Strengthened client’s organization