Trusted Advisors in Retained Executive Search

http://www.nextgenges.com/
Performance BasedPerformance BasedPerformance BasedPerformance Based
Retained Executive SearchRetained Executive SearchRetained Executive SearchRetained Executive Search
TRUSTEDTRUSTEDTRUSTEDTRUSTED
ADVISORSADVISORSADVISORSADVISORS
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EXECUTIVEEXECUTIVEEXECUTIVEEXECUTIVE
RECRUITMENTRECRUITMENTRECRUITMENTRECRUITMENT

Our proprietary Performance
Based Search process consistently
recruits “A Players” for your
company.
With over three decades of
recruiting expertise and national
awards for recruitment excellence,
the NextGen difference is evident
by our success with numerous
Client Testimonials.
AUTHOR PAGE:
NextGen Global Retained Executive Search
Defense Systems
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Renewable Energy
Enterprise Systems Medical Devices Wireless & Telecom

TABLE OF CONTENTS:
Overview …………………………………………4
Our Search Method Defined ………………8
High Impact Onboarding……………………26
Performance Based Search
Methodology ……………………………........29
Free eBook and Contact Information….31

“75% of newly hired executives are having
trouble with interpersonal skills (the ability to
build relationships, collaborate, and influence
others).
A troubling finding of the study is that many of
these executives had both strong technical
skills and years of previous management
experience and yet they fell short in the
interpersonal area.”
~(American Society for Training &
Development 2011)
CHAPTER 1:
Overview

The Top Failures in Hiring
26%
23%
17%
15%
11%
~Study from Leadership IQ 2009

Are you wasting your money and time using
inexperienced contingency recruiters and poor
employment screening procedures to recruit senior
executives and key leaders in sales, engineering, or
operations who often fail?
Did your last search firm deliver you a first string
quarterback or a third round draft pick?
With NextGen Global Executive Search you are
presented with fully vetted prospects that are
selected specifically for your industry sector and the
role. Our client-focused proprietary Performance
Based Search Process separates the "A Players"
from the rest of the field.
Cost Effective
Speed in delivery
Results in recruiting candidates
who meet or exceed client
expectations.
These new hires positively impact
your bottom line.

Conferring with Clients
Defining Performance Objectives & EVP
Defining the Skills Required
Identifying the intangible traits.
Deterring the critical goals and success the
candidate will be accountable for producing
Develop the strategy
Sourcing, Interviewing & Screening
Series of In-depth Interviews
Measuring Quality of Hire
Behind the scene industry references
Shortlisting the candidates
Clients reviews of short-lists
Finalist(s) interviews and assessment
CHAPTER 2
Our Search Method Defined

We confer with the Client early and
often to gain a clear understanding of
BOTH your needs/requirements AND
the corporate goal in filling this position.
Your Market Position
Corporate Vision
Unique Attributes of Executive Team
Strengths & Weakness of the organization
Key differentiators from your competitors
Conferring with Clients

Define Performance Objectives and EVP
What needs to get done rather than
what a candidate needs to have.
What does the candidate taking the
job need to do to be successful, not
what the person needs to have.
What a candidate DOES with his or
her skills, experiences, and abilities
rather than the HAVING of these.
Define the salary, benefits, career
development opportunities,
rewards, culture, and management
style.
WE FOCUS ONWE FOCUS ONWE FOCUS ONWE FOCUS ON

Define (EVP) Executive or Employee
Value Proposition

Define the Tangible Skills and Experiences
Required in Your Ideal Candidate
Skills/Intelligence
Education/Experience
Adaptability
Personal/Professional
Background
Corporate Culture &
Lifestyle
Accomplishment

Identify Key Intangible Traits
of the Ideal Candidate
Thought processing, reasoning , and
persistence traits
Motivational factors and problem solving
style
Conflict resolution skills
Planning and organizational skills
Execution and project management
techniques
Leadership qualities and relationship
building skills

Determine the critical goals and major business
successes the candidate will be accountable for
producing.
Why does the position exist, or if
replacement, why?
Why does the position exist, or if
replacement, why?
What aptitudes and leadership
qualities are mission critical?
What aptitudes and leadership
qualities are mission critical?
What accomplishments and
external/internal motivations are non-
negotiable?
What accomplishments and
external/internal motivations are non-
negotiable?
Conversely, which are not needed?Conversely, which are not needed?
Benchmarks/ KeyBenchmarks/ KeyBenchmarks/ KeyBenchmarks/ Key PerformancePerformancePerformancePerformance
IndicatorsIndicatorsIndicatorsIndicators

Develop The Strategy
We Perform
Research in
vertical
Market to
define
We Perform
Research in
vertical
Market to
define
Compensation
Range
Compensation
Range
Assess
retention rates
of your clients
Assess
retention rates
of your clients
Review
existing and
future market
trends
Review
existing and
future market
trends
THEN
We develop a search strategy
that will identify and recruit the
exceptional talent you require.
Our delivery from start to finish is
fast, responsive, and will meet or
exceed your expectations.

Sourcing, Interviewing and Screening
To Target Potential talent, We useTo Target Potential talent, We use
Perform initial screening interviews to
identify a potential list of the selective
candidate pool, which can vary between
15 to 35 candidates, depending on the
aspects of the search.
Vast
DATABASE Networking
COLD
Calling
Referrals

Series of In-depth Interviews -
Drill Down to Top 10 %
Define usage and
accomplishments in
the required tangible
skills of the
candidates.
Determine the
demonstrated
intangible traits of the
candidates.
Document that
candidates have the
similar corporate
culture, product/service
lifecycle and
personal/professional
background ideal for
internal
communications and
external effectiveness.
Detail contacts and
relationships within the
industry vertical with
investment
community, customer
decision makers, and
peers.
Assess which
candidates have the
potential to meet or
exceed the
performance
objectives.

Process
The number of
candidates being
considered
TimelineUpdates
This assures the client that the
NextGen GES team is on the right
track and on schedule.
We confer with the Client weekly on the
status of each search.

Measuring the Quality of Hire
These customized tests validate the
candidate(s) motivations, decision
making traits, aptitudes, communications
style, and whether he/her is a Natural Fit
for with BOTH the team AND the role.
Example Behavioral AnalysisExample Behavioral AnalysisExample Behavioral AnalysisExample Behavioral AnalysisExample Behavioral AnalysisExample Behavioral AnalysisExample Behavioral AnalysisExample Behavioral Analysis

“Behind-the-scenes” industry
references.
We confidentially cold call former customers,
colleagues, and vendors that the candidates have
worked with; these reveal the best unscripted
references possible.
We conduct a civil background check and at the
client’s request perform a credit check for CFO or VP
Finance.

Present the Short List of Candidate
Dossiers
Most retained search firms
view Short List as Finalist
Candidates.
We view the Short List as
Preferred Candidates who
meet the parameters of the
search assignment.
Candidate Dossiers are delivered over a
secure web site.

Background Skills Experiences
Accomplishments Assessments
Audio summary of
documented
behavioral analysis
Contacts and
relationships
Industry reference
checks
Scorecards against
the performance
objectives.
These Dossiers include complete
information on :

After the Client has Reviewed the Short
List, the next step in our Performance
Based Search method is to determine
the Finalist Candidate(s). We work
with the Client to develop a distinctive
final screening in which we video record
those face-to-face interviews with the
candidate(s).
These real-time hypothetical
reasoning and situational scenario
final interview techniques reveal
candidate’s leadership,
persistence, and adaptability to fit
the specific role, product/service
needs or issues, and how they
will move your strategy forward.
No other retained search firm includes this STEP
which is ESSENTIAL

Finalist Candidates Presentation
A final assessment is performed to determine
which Finalists to present as having validated the
potential to meet or exceed the Performance
Objectives of the role.
Client has access to the
videotaped interviews and
assessments over a secure
web client.

Our Practice Leads have decades of experience in
negotiating offers with different compensation levels
including
Performance MBOs
Profit based MBOs
Target Commissions
Corp. Bonuses
Stock Options
Equity & Share Options
Relocation Package
Benefits Package
Closing the Candidate as a New Hire

Our placements meet
performance objectives sooner
and are retained longer.
Have confidence in the transition process for a new leader or executive.
Ensure a new leader will be effective in a short time.
Improve the average retention time of your leaders and executives.
Gain a competitive recruiting edge for top leadership talent.
Maximize the chances that the new leader will be engaged quickly with the
company’s culture, the department’s people, and the executive team.
The unique best practices
delivered by NextGen will help you
accomplish all of the above with
the new executive or leader.
CHAPTER 3:
High Impact Onboarding
Renewal™ World Class
+ Executive Onboarding
Program.

1.Discovery Step: Conduct interviews about existing/desired
states of transition, and collect additional skills and profile data
on the new leader, direct reports, peers, internal and external
customers, and Hiring Manager/ stakeholders.
2. Determination Step: Analyzes all discovery information
and drafts an initial onboarding plan based on the 7 phases of
Renewal™ containing basic and customized activities and tools
for the new exec and his organization appropriate.
3. Design Step: After review, revision, and approval of the
draft by the client, a final documented onboarding plan is
designed and delivered to the client.
4. Dialog Step: We act as facilitator between the new leader
and his/her direct reports, peer group, and/or senior manager
for a 1 day series of meetings about the roles, expectations,
relationships, and optimum environments to achieve a high-
performing new hire and team.
5. Development Step: Execution of all the activities in the
designed onboarding plan plus the accountability governance
to ensure the investment in a process like this provides a
positive return and measureable results. The client will play an
integral part in who in the organization has a stake in the
success and productivity of the new hire.
The first three steps take place even before the new
leader’s first onsite day.
How Does it Work ?

Phase Objective Timing
Affirmation Ensure the new leader or
executive constantly believes
he/she made the right decision.
Begins no later than the Offer
Letter and continues through
Day 90.
Welcome Communicate a highly-
personalized message of
acceptance and attention.
Begins with the Acceptance
Letter and continues through
Day 30.
Foundation Transfer company, department,
and role-specific knowledge,
skills, and attitudes for
accelerated competency.
Day of Acceptance Letter
through Day 60.
Assimilation Immerse new leaders in the
company culture and help them
be proud of it.
Most important phase:
Acceptance through Day 120 (3
months).
Contribution Within a predetermined
number of days or weeks, begin
to see real productivity from
the new hire and provide a
positive experience that he/she
is a contributor.
Day 15 through Day 90 and
beyond.
Growth Begin to see an independence
and demonstrated insight in the
knowledge, skills and attitudes
of the new leader.
Day 60 through Day 120 and
beyond.
Sharing Gain an early ROI by utilizing
the “graduates” as Advisors and
garnering feedback from them
and their managers
Begins when the individual
leader’s Renewal™ program is
completed at Day 180. Execs
may be Ambassadors. Leaders
can be Advisors.
Scheduling and Results

Our fees are performance based
defined on meeting delivery
milestones resulting in a solid hire.
NextGen GES provides the
best replacement warranty in
retained executive search.
ONE YEAR
REPLACEMENT
GUARANTEE
CHAPTER 4:
Performance Based Methodology

The Performance Based Search methodology
improves your Bottom Line!
Identify,
recruit, and
place “A
Players”
who
produce 8
to 10 times
more that
“B Players”.
Exhaustive
screening,
interviewing,
and
assessment
process that
matches the
finalist
candidates to
the company
culture,
leadership
style, and
role
objectives.
The longest
placement
guarantee
period in
executive
search,
backed up by
our World
Class
Onboarding
program.
Ongoing
Performance
Evaluation
Tools
customized to
optimize the
new executive
or leader’s
performance.

Contact Us Today
(630) 560-4412
info@nextgenges.com

Trusted Advisors in Retained Executive Search

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