Recruiting and retaining top talent
Recruit. Hire. Retain. Sounds easy enough, but it goes well beyond posting a listing to a job board, selecting someone with an interesting resume, and hoping they work out. Too often, organizations don’t take the time to strategically identify the direction in which they want to head, create an ideal candidate profile to support those needs, and then navigate through the maze of potentials to find the right employee with the right fit for the position.
We provide executive, board and staff level recruiting services for private companies and nonprofit organizations, as well as federal, state and local agencies. Our process starts with identifying a client’s desired strategic direction, organizational needs and culture. We then leverage those experiences and insights as a basis for meeting a variety of recruitment needs.
Our approach to executive recruitment is comprised of three distinct components: identifying client needs and candidate profile, sourcing applicants, and screening and selection.
Identifying Client Needs and Candidate Profile
We examine the layers of the organization to identify the exact qualities and qualifications our clients seek in a candidate. Once we analyze the culture of your organization, drivers for the position, and requirements of the job, we develop a customized search strategy and a clear picture of the optimum candidate for which we are searching.
As a firm with more than four decades of experience spanning hundreds of clients and dozens of industries across the Gulf Coast and beyond, we are able to tap into a rich, worldwide network that consists of leaders and influencers across many different sectors to facilitate the identification of job candidates.
We then leverage this network to search for potential candidates who may (or may not) be in the job market. Often times, the best candidates are those that are not necessarily looking. We also take full advantage of online and print advertisements to source applicants, which help to add to and strengthen the pool of overall candidates. Our experienced marketing and design professionals are here to ensure all advertising efforts reflect your organization in the most effective media outlet.
Screening and Selection
We take an objective, collaborative approach to reviewing resumes and conducting initial applicant screenings. Through a series of internal interviews and engagements, we identify the top candidates. We conduct in-depth reference checks and validate the credentials of every candidate to ensure legitimacy. Then, we perform an overall job fit analysis of top candidates, taking into consideration organizational fit and cohesion using best-in-class personality assessments. These analyses then help to reflect the positive and negative attributes of every candidate in the final selection process.
► Baton Rouge Area Chamber | Recruiting a Qualified and Impactful President and CEO
Upon the announcement of the retirement of the Chamber President and CEO, many members of the Baton Rouge Area Chamber (BRAC) board determined that the Chamber needed to be more aggressive and proactive in creating change in the Baton Rouge region. Finding this perception shared by Chamber members and the public at large, the board identified the need to revamp its image and program of work to become a vibrant organization and raise the bar for Baton Rouge and the Capital Region under new leadership. In turn, BRAC’s Board of Directors engaged SSA to assist in the national search and selection of the Chamber’s next top leader.
SSA worked closely with a 15-member search committee comprised of BRAC stakeholders to develop a formal candidate profile and job description. With this information, SSA advertised the position and began the arduous process of networking to uncover the best and possibly non-traditional candidates locally, regionally and nationally. From a base of over seventy inquiries and resumes received, SSA and the search committee selected 10 potential candidates for one-on-one phone interviews. Based on these interviews and preliminary reference checks, SSA recommended four individuals for the search committee to consider for the next phase of the search process. After interviewing each of these candidates face-to-face and facilitating an evaluation session among the search committee, SSA made its final recommendation for the board’s approval.
SSA successfully recruited BRAC’s new President and CEO. Under the successful candidate’s leadership, from 2004 to 2008, BRAC grew into a national-caliber regional economic development organization. Revenues tripled at BRAC, following the launch of “The Campaign for a Greater Baton Rouge,” a five-year, $15 million economic development initiative for the nine-parish Capital Region. Additionally, BRAC received dozens of national awards for economic development planning, marketing, communications and public policy research.
► BREC | Searching for the Right Superintendent for the System
After serving as the Superintendent for The Recreation and Park Commission for the Parish of East Baton Rouge (BREC) for a number of years and having served as a staff member for over 32 years, the incumbent superintendent announced plans to retire. Seizing the opportunity to bring the community together to create a shared vision for the future for parks and recreation, BREC turned to SSA to conduct a nationwide executive search for the parishwide park system’s next top leader.
SSA conducted more than 50 interviews with BREC stakeholders and community leaders to develop the ideal candidate profile that would then serve as the basis for recruiting and screening applicants and making recommendations to the commissioners. In total, SSA received 80 resumes in response to extensive networking, recruiting and advertising the position, and ultimately identified 23 potential candidates. After conducting phone interviews, SSA identified 12 viable candidates. To determine the finalists, SSA performed a comprehensive background screen and overall job fit analysis utilizing robust personality and leadership assessments for the top candidates as well as developing a cost effective interviewing model utilizing web-based technology to reduce recruiting costs and allow commissioners to “meet the candidates”. With these insights in hand, SSA facilitated a final round of face-to-face interviews and worked with the BREC Board of Commissioners to finalize their top choice. Shortly thereafter, the board extended an offer to the final candidate who accepted, relocated and now serves as the new BREC superintendent.
SSA’s recruiting efforts resulted in a needed community consensus about BREC leadership as well as a cost effective recruiting process. The ultimate result is the placement of a highly experienced, out-of-state candidate charged with fulfilling BREC’s established vision, mission and goals, in addition to the development, direction, operation, and administration of parks and recreation opportunities throughout East Baton Rouge Parish.