|
 |
|
|
 |
- Prospective candidates are identified through AMAC’s extensive industry network of contacts.
- Potential candidates are interviewed and preliminary reference checks completed.
- A long list of potential candidates is presented and reviewed with the Search Committee. The qualifications of the candidates presented are documented by:
- Resumes
- Notes from in-depth personal interviews that probed;
- the candidate’s perception of themselves
- how they feel they are perceived by others.
- their motivation in seeking the position.
- what they feel are their three principal strengths and weaknesses for the role.
- questions that they have about the opportunity.
- their current compensation and expectations
- references that can be checked in detail if they advance to the short list.
- Completion of a Selection Criteria Grid where the candidates are requested to grade themselves on a scale of one to 10 in each of the five selection criteria categories and then provide a minimum of three to a maximum of five examples, from their past accomplishments and career achievements, to support their own self ratings.
- A short list of candidates is agreed upon with the Search Committee.
- All of the short listed candidates are invited to meet with the Search Committee on the same day. The Search Committee typically spends approximately 90 minutes with each candidate (to ask all of the candidates the same prepared in advance questions which AMAC assists in formulating). During the next 30 minutes the Search Committee is lead through a consensus exercise to rate each candidate on the Selection Criteria Grid, while impressions are still fresh, before the next candidate arrives.
- One or two candidates are selected.
- In-depth reference checks and a management assessment are conducted.
- An offer is prepared and presented to the leading candidate.
- Final terms and conditions of an employment contract are negotiated with the successful candidate.
 Top
|
|
|
|
|
|
|
