More Related Content
What's hot (20)
Similar to D Shefrin & Associates Search Brochure (20)
D Shefrin & Associates Search Brochure
- 1. Career College Management Recruiters David S. Shefrin and Associates 14301 N. 87th St., Suite 215 Scottsdale, AZ 85260 Phone (480) 556-0631 ext. 209 Scott A. Heroldt Account Executive scotth@dshefrin.com 1
- 2. Introduction Talent is the true source of excellence in any endeavor. It is the only resource known to mankind that can facilitate the accomplishment of any goal. With enough talent, any record can be broken, any barrier can be shattered, and any vision achieved, but talent contains a powerful enigma. It is everywhere, yet there is never enough of it. As more talent is acquired, more is needed to take advantage of the opportunities that are created by talented people. The talent lifecycle defines this paradox and establishes a blueprint for growth in organizations and individuals. Scott Heroldt 2002 2
- 3. Our Company Values David Shefrin and Associates believes in: Developing long term Relationships Unlimited Employee Opportunities and Rewards Based on Performance Integrity, Diversity and Loyalty Not wasting time Providing your organization with Top Talent Growth and Profit 3
- 4. David Shefrin and Associates generates opportunities for others to maximize their career paths and aid in personal and spiritual growth. At the same time we fulfill the needs of our clients who are not receiving the results they seek from other sources. That is why we are different from our competitors. David Shefrin and Associates truly appreciates your business and we are excited to be a part of your growth-oriented formula for success. David Shefrin and Associates welcomes any client feedback about our services. Though we strive everyday for perfection, it would be unrealistic to say, We are perfect. Please submit any comments or ideas to scotth@dshefrin.com or Call (480) 556 0631 ext: 209 Index 1. Why work with a Search firm 2.Fee Structure 3. Outline of the Search 4.Position Description 5.Recruitment process 4
- 5. 6.Evaluating the Candidates 7.Coordinate the Appointment 8.Follow Up Why Use a Specialized Firm Have you ever considered hiring a law firm for a very specific and important legal matter facing your Institution that does not specialize in the area of law that you are dealing with? The same holds true when you are faced with an important position that needs to be filled and only a top performer will do. At David Shefrin and Associates we know how important and challenging finding the right talent for a key position can be. When we accept you as a client you will receive 100% of all our resources and effort, allowing your Institution the peace of mind knowing that you are in the best hands. We 5
- 6. guarantee that we will provide you with only top talent, talent that typically does not respond to on-line or print ads. In the pages that follow you will be walked through the whole process step by step. We look forward to earning your confidence and business as your recruiting search partner. Fee Structure David Shefrin and Associates conducts searches on a Contingent basis as opposed to Retained where you have money invested before results are achieved. We are not here to tie your hands. We are here to produce results. However we will ask you for an exclusive ranging from 15 to 30 days depending on the difficulty and priority of the search. This will allow us to make sure that the search does not get tainted by less experienced recruiters that may turn off a potentially qualified and interested candidate. The search fee percentage will be based on the conversation with you regarding the salary range and level of difficulty for the position that your Institution is looking to fill. Our Contingent fee works as follows. 6
- 7. After a search fee percentage is determined and guidelines are set our fee is earned and payable only if your institution hires a candidate that was presented by our firm and hired by you directly from our search efforts. Outline of the Search The main determinant of success will be the organization of the search process. David Shefrin & Associates will work side-by-side with the client to set specific goals and expectations and develop operating guidelines. During the initial meeting with the search committee our consultant will: Assist in structuring the overall process. Advise the search committee regarding its duties and our expectations of you. Negotiate timelines and ground rules that must be followed. 7
- 8. Draft correspondence as needed for all phases of the search. Maintain and control search records, including candidate credentials. Most importantly make sure that the search is always moving forward. Time kills all Deals. The Position Description Before we begin a search we will conduct a pre-search study in which an Account Executive spends extensive time researching the distinctive history, culture, strengths, and challenges of your institution. This pre-search study may even be conducted on campus if necessary. We will listen carefully to all key decision makers that you would like us to speak with, including trustees, faculty, staff and alumni. Our Account Executive will work with your search committee to develop a distinct position profile or Job Description that includes: Highlighting your institutions distinctive strengths; An analysis of the opportunities and priorities facing not only the institution but also the presumptive hire. 8
- 9. A description of the specific key attributes and leadership characteristics that the qualified candidates must have. The search profile is a critical tool in the generation of candidates through individual recruitment, national distribution, and select website postings. The Candidates The third and very crucial step is to build a qualified pool of top talent for your specific search, identifying only the candidates that have the preferred qualifications for the position. Our boundaries have no limits to ensure that we find the absolute very best candidates, locally and nationally. We encourage and persuade passive individuals who have not been considering a career move to enter the candidate pool. We will utilize our extensive networks to identify a broad and diverse group of candidates with the desired attributes and experience. Here is what you can expect: Direct Cold Calling to recruit highly qualified candidates that do not respond to online or print advertising. Utilizing the extensive networks and resources of our experienced Search consultants. Distributing a nationwide request for qualified candidates and Referrals. Following up with qualified candidates. 9
- 10. Employing strategies that meet or exceed institutional affirmative action and equal opportunity expectations. Select individuals throughout the United States will learn about your University or College through this search by viewing the position profile, developing their candidacies, and providing their professional references. We treat these candidates with the utmost courtesy, respect and confidentiality, building goodwill and professional regard for your institution. The Selected Candidate At this stage we have provided your Institution with qualified candidates and you have made your selection. Now we will work with you to make sure not only that the potential hire accepts, but also there are no misrepresentations. Your account executive will: 1. Check both business and personal references. 2. Conduct a background check. 3. Work with you and the candidate on putting together an acceptable compensation package, including salary, bonus, vacation time and all other relevant monetary and non-monetary factors to ensure the candidate and your institution are both completely satisfied. 4. Assist the candidate with resignation letters and strategies. 5. Make sure we have a firm committed start date. 6. If necessary provide the candidate with information for relocation to include realtors, mortgage companies and moving companies. After The Hire 10
- 11. 1. Ensure the selected candidate has started as scheduled. 2. Conduct follow-up calls with both the selected candidate and your Institution once a week for the first 30 days, and then every 30 days thereafter for the first year to make sure things are going as expected. Recent Placements Executive Director Education Affiliates Dean of Business North central University Corporate Director Operations (Online) - Strayer VP of Human Resources Lincoln Technical VP Sales/Admissions Full Sail / LA Film School Regional Director of Operations Vatterott Dean of Academics (Online) Stratford University Corporate VP of Financial Aid Berkeley College VP Academic Affairs Argosy University Campus President Prospect Education VP/Chief Academic Officer - Heald Colleges Corporate Director of Compliance & Accreditation UTI COO (Regional VP) Denver School of Nursing DOE Education Affiliates DOA Academy of Healthcare Professions 11
- 12. Director of Licensing & Accreditation - UTI Corporate VP Distance Learning (Online) Argosy University We look forward to building a prosperous and long-term relationship with your Institution. For a fee schedule, or to start a new search, please contact: Scott Heroldt Executive Recruiter at 480-556-0631 ext 209 12