Client Bill of Rights

December 1, 2011

SJG provides clients with a high-level consultative relationship.

"Retained executive search consulting" is defined as a specialized form of management consulting, conducted through an exclusive engagement and on a pre-determined retainer-fee basis. The purpose is to assist your institution in defining executive positions, identifying well-qualified and motivated candidates, and selecting those best suited through a comprehensive, quality assured search process.

In addition to locating high-quality candidates, SJG will provide information and feedback that not only helps direct your search for leadership talent but also assists your institution. This feedback includes:

Knowledge of the professional area in which the search will be conducted, including availability of candidates, comparative assessments of those candidates, and salary levels.

General market research regarding how your institution is perceived in the market and what kind of recruiting strategies may or may not work at any given point in time.

By its very nature, an executive search requires you to divulge highly sensitive information about your institution. The search consultant must treat any and all information you give them with the utmost confidentiality.

At the same time, the consultant cannot conduct an effective search without making some information available to potential candidates. To protect your interests, however, the search consultant should guarantee that he or she will:

Use confidential client information only for the purposes of conducting the search
Disclose client information only to potential candidates who have a need to know the information
Never use confidential information for personal gain or provide that information to third parties for their personal gain

In order to conduct a successful search, the consultant must have a clear understanding of the position to be filled, the requirements of the position, and your institution's culture. Accordingly, you should insist on receiving a report that details the consultant's understanding of:

The desired level and type of experience for the position
The background, education, and skills needed to be successful
Responsibilities of the position
Interpersonal skills needed

Good search firms will do more than just feed back the job description you present them. They will proactively help you develop, modify, and refine your own understanding of the position. To help with this critical step, give your search consultant access to all those who participate in the selection process and encourage them to provide full disclosure regarding the position to be filled.

Because the position description represents the bedrock of a successful search, you have a reciprocal obligation to notify your search consultant any time circumstances (either internal or external) require a change in the position or the type of person you are looking for.

To keep you up to date, SJG will provide ongoing progress reports that include:

The institutions from which the search consultant has tried to target candidates
The market response to the position
Obstacles to identifying or attracting candidates
Candidates currently being developed

SJG will present qualified candidates who fit the position and the culture of your organization.
Your search consultant should present you with a range of qualified potential candidates, whom he or she has thoroughly assessed. The consultant should be able to discuss each candidate's:

Experience level and significant achievements relative to the position to be filled
Education and background
Intellectual, interpersonal, and motivation competencies
Personal strengths and weaknesses with respect to the position to be filled
Perceived cultural fit
Interest in the position
Remuneration and financial expectations

Immediately after you have interviewed candidates, your search consultant will solicit your comments and feedback and help you conduct comparative candidate assessment and analysis. SJG will also perform reference and background checks.

SJG may help you negotiate with the final candidate, representing both parties with skill, integrity, and a high degree of professionalism.

Once you have selected a final candidate, the consultant's role changes from search agent to negotiator and communicator. At this point, the consultant's primary function is to help you bring the candidate on board in a manner that facilitates a long and successful stay with your institution. This includes:

Acting as an intermediary between you and the candidate regarding compensation, benefits, and other conditions of employment
Feeding back to you any reservations or concerns the candidate may have about accepting the position
Helping the candidate to assess the opportunity
Working with both sides to create a "win" for everyone

Although the consultant represents your interests first and foremost, he or she must also remain sensitive to the needs and concerns of the candidate. To do otherwise significantly reduces the chances of a successful hire. In addition, representing both parties with integrity and professionalism ensures two important outcomes:

The candidate comes aboard feeling that he or she has been treated fairly
The search enhances your institution's reputation in the marketplace

Seemingly successful placements can sometimes fall apart during the transition period. As a result, the consultant's responsibility does not end when the candidate accepts the offer. Instead, the consultant should stay in contact with the new hire as long as necessary to ensure a smooth transition and help them settle into the new position. Above all, the consultant should make sure that you are fully satisfied before considering the search a success and concluding the assignment.