Frequently Asked Questions

The following information is designed specifically for potential candidates interested in exploring a new position. We have highlighted some of the questions typically asked by candidates and have answered them as concisely as possible. Undoubtedly, this will not cover every question. For more information, please give us a call. Our search consultants are always willing to help you in any way possible.

What is the Search Consultant’s Role?

Our search consultants facilitate the process of finding the best possible candidate for each position, while also assuring our candidates are fully informed and supported each step along the way. We typically:

  • Conduct an in-depth assessment of the organization and the position.
  • Develop a detailed Position Profile, including information about the organization, the location, the position, the key position qualifications, the ideal candidate characteristics, the first year priorities, and the key selling points of the position.
  • Develop and use a detailed search strategy and timeline for targeting candidates and managing the search process.
  • Identify and interview potential candidates, narrowing the pool to those who most closely match the requirements of the position.
  • Obtain confidential references on selected candidates.
  • Develop detailed Candidate Presentations, including the candidate’s resume, a profile highlighting the candidate’s career progression and management style, and a summary of references.
  • Provide candidates with as much information about the organization and its leadership team as possible – including information from the organization.
  • Arrange candidate interviews at the organization.
  • Provide support and coaching to both the hiring manager and candidates during the interviewing process.
  • Assure confidentiality throughout the process.
  • Support job offer negotiations.
  • Facilitate transition for the successful candidate and the organization
  • The search consultant serves as a liaison between the organization and the candidate, and does not make decisions on behalf of either party.

How Does Kirby Bates Associates Help Candidates?

As an objective liaison, the search consultant helps candidates explore all aspects of a potential position in strictest confidence. We help prospective candidates consider the potential ”fit,” the impact of the position on their career progression, the compensation package, and other issues even before becoming an actual candidate. We also:

  • Guide the preparation of resumes and background material
  • Provide tools to assist in preparing for interviews
  • Assist in the logistics of interviews at the client organization
  • Support negotiation of compensation and/or relocation
  • Collaborate with the organization and the successful candidate on a transition plan.

How is My Confidentiality Protected?

Confidentiality is essential in attracting, recruiting, and placing the best candidates. A candidate has the right to ask for as much confidentiality as possible and our client organizations understand its importance. Only you, as a candidate, can make the decision to proceed in a search. If you proceed to on-site interviews with large numbers of people, it becomes more difficult to ensure confidentiality, but we do everything possible to protect your privacy.

Does it Matter How I Enter the Search Process?

No. As a retained search firm, we receive a fee from the organization regardless of who is offered the position, or how he or she enters the candidate pool, whether via an advertisement, a nomination, or a personal contact by our search firm. Our goal is to find the best possible match for the candidate and the organization. Our reputation is built on our success in achieving that match.

How Do I Go About Being Considered for a Particular Opportunity?

Submit your resume or curriculum vitae and a cover letter. If you meet the qualifications for the position, we will send you a copy of the Position Profile detailing the organization, the position and the position requirements. If you are interested in the position and meet the requirements, the next step is typically a telephone screening by one of our search consultants. If it seems like there is a good “fit” between you and the organization, we conduct an in-depth interview in person, or via teleconference. At that point, we also ask you to submit at least four references – typically from a supervisor, peer, subordinate and physician. If you are selected as a candidate, you then visit the organization for further interviews – often involving large numbers of people. The search process for high-level searches often takes time and requires patience as the organization makes decisions. We do everything possible to keep you informed along the way, but never hesitate to call us if you have any questions.

When Do We Discuss Compensation?

We provide you with an opportunity to discuss compensation, benefits, and family or personal issues before you invest a great deal of time in the search process. Such dialogue is important to assuring the right fit for both the candidate and the organization. Sometimes there are unrealistic expectations on both sides, and we try to resolve the discrepancies between a qualified candidate’s requirements and the organization’s projected compensation. However, all offers are made by our clients, not by Kirby Bates Associates.

What If I Don’t Move Forward?

Credentials, experience, personality, and other elements all blend together to create a successful match between the candidate and the organization. Informing a candidate that they will not move forward is difficult for all involved. This decision is made by the hiring manager and we act as the messenger giving you as much information as possible about how the decision was made. Not being selected is common due to the competitive nature of the process, and should not be taken personally. Many candidates consider the experience of clarifying their goals, refining their resumes, and interviewing to be useful, regardless of the outcome. We keep track of people and have, at times, been able to include them in other searches. Though organizations are our clients, we are concerned about candidates and strive to treat everyone with consideration and respect. Many of our candidates become clients and ask us to assist them in enhancing their own leadership team.