Following are answers to the most frequently asked questions regarding the executive recruiting process and our services:

• We know where and how to locate the most qualified candidates and what it will take to interest them in making a move.
• Your company can continue operating its business without the staff disruption, time and expense conducting an effective in-house search demands.
• Utilizing our services reduces your risk and liability of unintentional non-compliance regarding confidentiality laws, EEOC and ADA regulations.
• While the search is underway we can provide "Interim Executive" services that provide continuing hands-on leadership minimizing potential disruption of your company's key operational activities.

ANSWERS:

• They believe they can conduct a search in less time and for less expense than utilizing a professional search firm. In reality very few companies have the:
  • TIME... many searches require up to 3 months to reach the maximum field of candidates
  • RESOURCES to reach the most qualified candidates many of who will not be actively in the job market
  • PATIENCE to administer a thorough screening process ensuring the new executive will embrace your company's philosophies, culture and operating environment.

   

QUESTION: HOW CAN ROGER FIEHN & ASSOCIATES HELP US KEEP OUR RECRUITING COSTS UNDER CONTROL?

ANSWER:

• Most "Headhunters" work on a contingency basis meaning they get paid only if they place a candidate. They typically must charge clients from 25% to 33% of the new employees first year compensation package (plus expenses) to absorb costs of the searches they don't place. Because Roger Fiehn & Associates works on a retained basis we can provide "Basic" professional recruiting services for a fee AS Low AS 9% of the new executives estimated first year compensation (base, benefits and estimated incentives) package. Or, if your situation is very complex and requires a "Turnkey" (full service) search our fee is a low 18% of the first employment year estimated compensation package (plus minimal search expenses) and can save you as much as 16% over fees charged by "Headhunters".

QUESTION:  WHY DOESN'T ROGER FIEHN & ASSOCIATES CONDUCT "CONTINGENCY" SEARCHES?

ANSWER:

• "Headhunters" have a tendency to introduce a great number of candidates (many of whom may be marginally qualified) to a client hoping that one of their candidates will be hired before the client hires a candidate presented by another "Headhunter" or locates a suitable candidate on their own.

Because the "Headhunter" has no assurance of recovering any of the substantial expenses incurred in implementing a thorough search he/she usually restricts the search to resumes already on file with little effort or expense invested in locating other candidates. This does not give you the advantage of a broad reach to all potential qualified candidates necessary to identify and attract the very best.

 

ANSWERS:

• We design a recruiting program and price based on your urgency, extent of services requested and budgets. Most searches fall into the following categories:

   

  • "GENERAL EXECUTIVE SEARCH" This approach reaches candidates whose qualification fit your profile and uncovers unannounced candidates in the local, regional and national markets and Includes:

    • Level One Reference checks as well as Computerized Behavioral Study to ensure the candidates "chemistry" is congruent with your company philosophies.
    • Web site, e-mail, direct mail, fax and phone promotion of your job opportunity to over 1500 industry insiders to identify candidates whose credentials closely match your requirements.
    • Preliminary screening of all resumes to narrow the field to only the most qualified candidates

    This very cost effective approach is designed for companies wishing to conduct their own detailed in-house screening, interviewing, and employment agreement finalization but to a limited field of candidates thus streamlining the recruiting process saving time and money. Our fee for a "General" Search is only 9% of the new executives first employment year estimated compensation package. A 4.5% retainer (minimum $4800.) is required to launch the search with balance (minimum $4800.) due upon a successful placement

     

  • "TURNKEY SEARCH" This approach encompasses a complete program of aggressive recruiting, screening, behavioral and technical competency evaluation, face-to-face interviewing and reference checks designed to isolate the top three or four candidates currently available in the marketplace for your evaluation and selection. All elements of the "General"  search are utilized in addition to:

    • In-depth candidate screening and credentials verification
    • Face-to-face candidate evaluation with one of our professional interviewers to ensure candidate presents himself/herself in a manner consistent with your behavioral requirements
    • Guidance in negotiating employment agreement including compensation package, benefit, and relocation issues
    • Guarantee new executive for 90 days or replacement at no additional fee (expenses only)

Our fee for a "Turnkey" Search is only 18% of the new executives first employment year estimated compensation package. A 9% retainer (minimum $9800.) is required to launch the search with balance (minimum $9800.) paid upon a successful placement. Miscellaneous recruiting expenses incurred (normally 3% to 5% of the compensation package) are invoiced at NET and due monthly for the duration of the search.

Clients tell us that they have realized savings of 11% to 18% over most "Headhunter" fees for similar services in conducting a "Turnkey" search.

 

• Yes! Unlike many recruiting firms, we expect to be compensated only for work we have actually completed. If you locate the perfect candidate outside our services, just fax or e-mail us a copy of the new executives executed employment agreement. We will immediately stop all recruiting activities and issue a final invoice (if "Turnkey" search) for activities completed through the date notice is received. You will have no further obligation.

QUESTION:  WHAT DO WE NEED TO DO TO LAUNCH OUR SEARCH?

ANSWERS:

• To implement a "General Executive Search" you need only provide us with a comprehensive Position Description initially.  We will then work with you to develop a targeted compensation package consistent with the market and interviewing strategy to ensure you receive only the very best candidate.
• To implement a "Turnkey" search, in addition to the Position Description, we will also need to become familiar with the following information:
  • Brief history of your Company.
  • Mission Statement.
  • Organizational chart.
  • One and three year Company goals, i.e. Revenue, expansion plans, new markets.
  • Target compensation plan for your new Executive.

   

• CREDENTIALS...Our networks of professional recruiters are known by executives of many of the nations most respected, well managed and profitable companies. Executives considering a change seek us out due to our business relationships with the National Association of Home Builders, National Association of Realtors, Urban Land Institute and our "Builder 100" clients.
• CLIENT SERVICE...We take our responsibility to our clients seriously and work very closely with all decision makers to ensure an informed final selection and smooth transition.
• COST EFFECTIVENESS...By working on a "retained" basis we are able to keep our cost of marketing and overhead low passing the savings through to you.

CONCLUSION:  We trust this summary has answered many of your questions and prompted many more.  Please fill out the form below or E-mail us to further discuss your specific needs.   We will be pleased to prepare a proposal designed to locate the perfect executive for your company at the lowest possible cost.