About Ford Webb
Executive Search Consulting
Leadership transition has far-reaching and powerful implications. A thoughtful executive search process and meticulously-developed leadership transition plan greatly enhance an organization’s ability to capitalize on the opportunities afforded by a change in leadership. To be successful, decision-makers must frequently address critical issues of strategy and governance. These issues frequently are difficult to acknowledge and even more difficult to confront and resolve.
Before any networking or search is launched, Ford Webb Associates plays a management/nonprofit management consulting role. In a candid information gathering process, our executive search consultants interview board members, senior management, the current CEO, staff, stakeholders, and others to become familiar with the requirements and expectations of the position. We carefully consider the organization’s vision in the context of history, internal and external circumstances, and the influence of concerned groups and policymakers.
This in-depth needs analysis phase allows us to develop a thorough understanding of the responsibilities, accountabilities and circumstances of the position, including challenges facing the organization and the new leadership. As objective participants, we may make recommendations that encourage a client to take a different approach, rethink the scope of the position, or even make other internal changes. Many clients have commented on the enormous value their organizations have derived from this facet of Ford Webb’s executive search consultant services.
PLANNING
Leadership Transition Planning
When you need to fill a leadership position, you want to move carefully, but quickly. We are committed to a timely conclusion of your search. We have developed a creative, comprehensive process that consistently produces outstanding results for our clients. Most Ford Webb searches result in hiring decisions within 100 days.
We begin by using the information gathered during the strategic assessment phase to build a position paper for our client’s approval; this is the birth of the leadership transition plan. This forms the basis for initial dialogue with candidates and contacts and from it, we are able to develop a clear mandate for the appointee.
As part of the planning process, we also develop a Search Plan that comprises mutually agreed upon steps, deadlines, recruitment strategy, final interview procedures, a schedule for implementation of the search, and any post-recruitment services.
ATTRACTING TOP TALENT
When the planning phase is complete, Ford Webb executive recruiters begin a national search for candidates. We have purposely built a highly diversified client base to broaden our experience and resources for our clients. This allows us to avoid the conflict of interest and the ‘non-competes’ niche recruiters often face when promoting a narrowly defined network of prospective candidates. It also means we can call upon an extensive network of highly-placed contacts in a complementary range of disciplines and access a rich database that has been established and refined over our more than 20 years in this business.
We also employ additional telephone networking, including our clients networking ideas, and select advertising and targeted mailings to professionals in the appropriate fields. Building a rich pool of candidates is crucial and requires resourcefulness and tenacity from executive recruiters. Frequently, the best potential candidates are not seeking new positions and therefore would not be reached by traditional hiring methods; they need to be recruited and their interest encouraged. With candid and thoughtful advocacy on a client’s behalf, Ford Webb is able to attract the energetic interest of top talent.
Our approach is to develop a range of applicants who represent several likely prototypes for a position. We initiate discussions with potential candidates, assess core competencies, review additional pertinent information and recommend a panel of candidates that we feel represent the best the marketplace has to offer.
SCREENING AND PREPARATION
We conduct intensive biographical interviews with selected candidates, discuss results with our client and assist in selecting a short list for our client to interview. We provide our analysis of each candidate’s strengths and weaknesses, professional track record and ambitions, as well as how each candidate might fit into a client’s culture and community. We also outline questions and issues that we believe should be explored further during the interview process.
Our executive recruiters share insight on the challenges and opportunities of the position with each candidate. We encourage candidates to be ready to address those circumstances in the interview. In our experience, interviews are much more informative when candidates are well prepared.
INTERVIEWING & SELECTION
We believe it is our job to foster an open exchange between client and candidate, paving the way for probing questions about how candidates would deal with real challenges, situations, and problems. Informed candidates, who have a realistic understanding of an organization and its culture, will provide more meaningful answers and deliver a clearer picture of how they think, lead, approach problems and create solutions.
Ford Webb plays a critical role in the client interviews, encouraging candid give and take, pushing to maximize the depth of understanding that can be achieved between the parties. A conversation is begun with these interviews and we encourage clients and candidates to engage in a manner which begins to proximate their possible future relationship.
Our references on final candidates are extremely thorough and provide important information that confirms and augments the in-person interviews. We undertake telephone interviews with references supplied by the candidate and, with permission, others in a position to make judgements about a candidate’s performance. We pursue references until clear and consistent patterns emerge, asking for examples or situations that best illustrate a candidate’s abilities and style. These references are useful not only in determining whether the person is an appropriate fit, but also in determining how best to manage and utilize the candidate’s talents.
Ford Webb continues to partner with our client beyond the final hiring decision, generally playing a critical role in the end stages of the process. We assist, as needed, in the sensitive negotiations concerning terms and expectations of employment.