1. Position Analysis:

We conduct a pre-search conference with you to learn about your bank’s needs, structure, and corporate objectives, and to define the position and qualities desired in the candidate. We develop a full understanding of your bank, the working environment, your specific candidate requirements, and the role the individual will play in your bank. We want to understand the type of candidate who will fit the personality and style of your bank.

2. Research:

Having established criteria for candidate selection we research the many sources we have developed in more than 36 years of experience in banks. This begins with a careful analysis of the key target banks in your market area, then comparable banks in your region, and finally throughout the country. We identify banks most likely to employ the type of individual you need. We follow up leads through our nationwide network of personal contacts.

3. Sourcing:

Now we begin a comprehensive program to contact sources and identify prospective candidates. Many candidates may be screened, with only a few surviving the process. We then talk with bank peers and former employers of these prime prospects. Contacts are made with extreme confidentiality to protect both your bank and the candidates.

4. Candidate Evaluation:

Thorough, intensive interviews are conducted, (mostly at night to insure confidentiality and a more open, relaxed interview) with the promising candidates. Our professional training in the techniques of in-depth appraisal interviews and our knowledge of your requirements enable us to objectively assess each candidate. We consider vital issues relating to work experience, such as background, education, personality, values, professional development and achievements, ability to handle the job, community involvement, and compensation history and growth. In turn, we candidly interpret your bank values, work environment, and career opportunities to leading candidates.

5. Behavioral Profiling and Background Check:

We use a proven, time-tested profiling instrument designed to assess a candidate’s individual strengths and possible limitations as well as productivity and overall organizational effectiveness. We develop (and share with you) a 23 page behavioral profile report on each selected candidate that measures how the candidate:

• Responds to Problems and Challenges
• Influences Others to His Point of View
• Responds to the Pace of the Environment
• Responds to Rules and Procedures Set by Others

This report measures how a person will do a job by detailing the behavior he brings to the job (natural behavior) and the behavior he thinks is necessary to succeed at the job (adapted behavior). We compare this to the behavior you desire. We have used this instrument more than 25 years and continue to be amazed at its accuracy and detail. Also, we include in the report a graph display of the candidate’s behavioral skills in several specific factors. Each factor was carefully selected to give a broad based management style analysis.

All backgrounds and references are carefully and extensively investigated. (The candidate must sign a background verification permission release.) Our background check includes: full credit check, unlawful detainers, public filings, professional license verification, verification of previous employment/salary history, verification of educational institutions, and verification of social security number. These are fully documented in writing. We verbally check references from prior managers and peers that verify position functions, accomplishments, performance strengths, and weaknesses. We also check the candidate’s background with the appropriate state and federal regulators.

6. Recruiting:

Communications with you and the candidate during all phases of the search process are maintained in such a manner as to respect both the confidentiality and sensitivity of the search assignment. We present each selected prospect to you for preliminary evaluation. We then arrange telephone and face to face interviews for finalist candidates, providing both you and the candidate with two-way feedback when the search reaches this critical stage. When you have chosen the candidate your bank wants to employ, we will participate and assist in the offer and negotiation process.

7. On-Going Follow Up:

After the candidate is hired, we follow up with client bank and candidate to insure a smooth transition and satisfactory completion of the assignment. You are assured of continuity, responsiveness, and a comprehensive search program from start to finish. We guarantee our placements for one year!