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TRANSITION RESOURCES
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| ° | Interim Executives: When What You Planned No Longer Works NEW! |
| ° | Planning for your CEO's Departure |
| ° | Do You Need an Interim CEO? |
| ° | Selecting an Interim CEO |
| ° | Do You Need Change Management? |
| ° | Are you an Executive Thinking of Leaving Your Position? |
| ° | Is a Merger in your Future? |
| ° | Interested in Being a Professional Interim Executive? |
| ° | Read More about Executive Transitions |
Analysis of an Executive Search
Pros and Cons of Using Professional Search Consultants
Internal Executive Search (In House) |
Executive Search Firm (Contracted Out) |
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PROS |
› Knows industry players › More direct control of the process › Fewer up front costs |
› Experienced, objective third-party › Active network of association professionals provides access to broader pool of qualified applicants › Reduces overall costs by mitigating the risk of a bad hire › Knowledge of federal, state laws and regulations, e.g., EEOC, FCRA › Lends credibility to the process › Ensures candidate confidentiality › Established, time-tested processes › Knowledge of and access to comparable salary and benefit data › Guarantees, usually up to one year › Ability to narrow the candidate pool without reflecting poorly on the organization or candidate › Ability to assess both internal and external candidates fairly › Knowledge about applicants from being in the association and nonprofit communities › Professional reference checking › Maintains search related files |
| CONS | › High cost of a failed search - lost momentum, stakeholder anxiety, tarnished public image, missed opportunities, and increased unrest on the board and staff › Lack of sufficient experience in recruiting association and nonprofit leaders › High administrative burden in conducting an internal search › Internal bias may provide a distinct advantage or disadvantage to internal candidates › References may be less inclined to provide information to someone in the field or industry › Time intensive process that is not a good use of volunteers’ time or skills › Lack of objectivity |
› Cost › Person who sells the search services may not do the work › May put up a candidate for more than one job listing › May block a candidate from being considered for more than one position › May be contractual prohibited from recruiting an existing client's employees |
At TMC - We Do Executive Search Differently
Making a poor choice or bad hire in a CEO costs a lot more than just the cost of a search - lost momentum, stakeholder anxiety, tarnished public image, missed opportunities, and increased unrest on the board and staff - are a few of the possible consequences. Organizations can't afford to make a mistake.
That is why, the executive searches undertaken by TMC are customized based on an assessment of what the organization is experiencing and needs. We take a data driven, systems approach using well honed organization development and association management skills and practices to create a process and timeline that meet the organization's needs and has the best chance of success. We are committed to excellence and believe that the success of our clients is our success. The flexibility of our process helps to ensure that the organization is ready to receive a new executive and our drive to be on time and within budget makes sure that we get the right job done.
We help the organization by addressing relationships issues that can support or hinder the success of a new CEO and identify systems that need put into place to ensure success. Our style is collaborative and yet having served as CEOs and executive directors, we know the pitfalls of being an incoming leader. In past engagements, we have performed board training, leadership coaching, cultural surveys, and undertaken staff and stakeholder focus groups and interviews to inform the process. It is time intensive for TMC, but we believe it produces a superior outcome.
TMC's founders conduct the search, not associates or junior-level staff. Both Jackie Eder-Van Hook and Bob Van Hook have served as executive directors and know what it takes to do the job. We spend time with our clients understanding their needs, their industry, and how the new CEO fits into the organization and its culture.
TMC is committed to the organization's success and we continue to be involved with the incoming CEO after they are hired, as appropriate to help ensure the success of the organization. We provide support in finding resources and serving as a sounding board. In one recently completed search, we worked with the new executive and volunteer leaders on differentiating levels of responsibility in a highly complex association to provide clarity about those areas that are under the board's purview and those belonging to the executive. Understanding where the eventual rubs are going to happen between boards and their executives, and addressing it in advance is one of the important services that TMC provides as a part of our executive search process.
Maintaining the highest ethical standards is important for TMC. We never put a candidate up for more than one position, use a flat fee structure to avoid an inherent conflict of interest resulting from percent of salary fee structures, disclose any real or perceived conflicts among clients, and seek reimbursement of direct expenses only. Finally, our customized searches require our attention to your organization, therefore, we do no more than two executive searches at a time.
Please call Jackie Eder-Van Hook at 202.244.3163 or email her at Jackie@TransitionCEO.com, if you would like to discuss how we can support your search and organizational efforts.
