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I. CLIENT MEETING
Initially, OSA
will meet with the hiring manager and his/her HR representative to gain an understanding of the
position and its key requirements. OSA will also obtain complete
information regarding the organization, department and function to aid in
fully understanding the scope of the position to be filled. OSA may request
additional interviews with others in the organization with whom the new
employee would interact closely.
II. POSITION DESCRIPTION AND SEARCH
AGREEMENT
OSA will compile a comprehensive Position
Description, which will give potential candidates a good understanding of
the organization, department, and the specific job. It is important that
this document be fully reviewed and approved by the client immediately upon
receipt. At this time, OSA will also process a Search Agreement along with
the initial invoice.
III. CANDIDATE IDENTIFICATION
When the Search Agreement has been signed
and the Position Description approved, OSA will begin to identify potential
candidates. This process may include candidates already known to the client
and others who may become known to the client through other sources during
the course of the search. OSA will have full responsibility for identifying
and screening all potential candidates for the position (including any
internal candidates). OSA's computerized candidate retrieval system is a
major aid in getting each search up and running quickly, although most of
our successful candidates are identified by networking with our many
contacts throughout the pharmaceutical industry and in academia.
IV. PRE-SCREENING
Once potential candidates are identified by
OSA, they are evaluated against the ideal candidate profile in the Position
Description; which includes the following process:
a. In-depth telephone interviews b. Personal interviews with each candidate c. Preparation of Candidate Evaluations for
potentially-viable candidates
V. CANDIDATE PRESENTATION
OSA will prepare
the Candidate Evaluations for those potentially viable candidates
interested in the opportunity with the client. These will be reviewed with
the client prior to scheduling any initial client interviews. We will help
co-ordinate interviews as appropriate, and will follow up with the client
and candidate after each interview.
VI. REFERENCES, OFFER AND
ACCEPTANCE
OSA will conduct comprehensive reference audits
for the finalist candidate prior to a firm job offer being extended. OSA
will then assist the client and the finalist candidate through the
negotiation, offer and acceptance stages. OSA will keep in close contact
with the candidate to ensure a smooth transition into the client's
organization. As required by client or candidate, OSA will be available for
continuous assistance.
VII. PROFESSIONAL FEES AND EXPENSES
Consistent with the standards of the
professional retained executive search industry, OSA's
fees are thirty-three and one-third percent (33'A%)
of the total first year's cash compensation, including base salary and
bonuses for each executive hired as a result of the search assignment. In
addition, OSA is reimbursed for expenses such as travel, administrative and
support expenses (i.e telephone, postage,
overnight mail, etc.), video conferencing, and restaurant and hotel charges
during interviews.
It is OSA's
practice to bill the estimated fee in three (3) equal installments on the
1", 45^ and 90"' day of the search. The final billing will
incorporate any adjustments to the estimated fee based on final
compensation. If the search is not concluded prior to the payment of the
final bill, OSA will continue the search to its conclusion and will continue
to bill expenses monthly.
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