than 60% of outside hires at the executive level fail. Don’t you owe
it to your company and its people to take one extra step to know the
facts before hiring?
principal value-add in ER’s services comes from learning as much as
possible about past performance and accomplishments in order to
understand and evaluate behavioral experiences, leadership and operating
styles against the requirements of a new position.
is important to your business to match proven competencies and past
accomplishments in order to certify a top-tier, fully qualified
candidate for hiring. ER’s
services are designed to confirm a candidate’s competencies verifying
a match with the job spec and credentials required to realize the
planned mission and integration strategy.
nuances of the service go far beyond checking listed references. It
is in the final verification and analysis that the mistakes are made.
twenty years’ experience of working with senior management teams, ER
has found that the traditionally practiced process of reference checking
is too often:
too little, too late
by less experienced staff, not familiar with either the competencies
required, or an understanding of the corporate world
focused on public records checking and employment checks rather than
on verification of specific accomplishments and competencies
to the search consultant who may not be asking the tough questions
or digging below the surface to the degree required to be aware of
significant professional nuances
as an after thought to “check the box”, where questions raised
would be very disruptive to the hiring momentum.
earlier in the search process that one can determine a good fit, the
easier, faster and more cost effective the complete search and