BIDMC 2009

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Executive Search Capabilitiesprepared for

Beth Israel Deaconess Medical CenterJuly 2009

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MAKING TALENT MANAGEMENT A TOP PRIORITY …

Today’s business headlines provide a menu of reasons to make talent management a top priority –

Competition is aggressive and the stakes are high …

Lead by example …

Now, more than ever, everyone needs to be on top of their game …

Business success depends on --

Attracting and retaining top talent

Motivating and developing employees

Leadership development

Succession planning

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PROFESSIONAL SEARCH …

Professional executive recruiters

can deliver the best. The best

candidates are already employed.

They appreciate the worth of

third-party representation,

confidentiality and professional

mediation. Recruiting superior

candidates is intricate and best

performed by a discreet

professional.

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PROFESSIONAL SEARCH …

ESM Professional Search delivers high quality, high integrity candidates for your selection.

We focus on timelines and recognize that there is a sense of urgency associated with each search.

We familiarize ourselves with your corporate culture and pride ourselves on identifying candidates that will blend well and make a significant impact.

We always ensure a diverse slate of candidates and consider all aspects of diversity.

Our Principal, Cathleen Allen, will be responsible for your search and the

day-to-day activities of your search.

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TRUST AND VALUE …

ESM Professional Search is a long-term, relationship-oriented company.

We value relationships with both our corporate clients and our candidate clients.

Our goal is to deliver the highest value to our clients.

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TRUST AND VALUE …

ESM Professional Search

develops credible relationships

with the candidate based on a

high level of trust. We become

third party confidants,

discussing sensitive personal

issues such as qualifications,

compensation and relocation.

Our relationship and this

knowledge result in a higher

acceptance rate.

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THE SEARCH PROCESS…

Interview the Client Confirm process and responsibilities Defining the scope of the positionEvaluate expectations Review relevant organization structure and reporting Define a realistic profile and compensation package

Identifying the Candidates Extensive industry research and networkingResources are contacted and leads are pursuedPotential candidates are contactedBegin initial qualifying Submit initial slate of candidates to client

Building Momentum & Narrowing Candidate Base Obtain feedback from client Narrow candidate profile Identify additional candidates as applicable

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Interviewing Candidates Facilitate the client interviews of candidates, participating as needed Receive feedback from client on each candidate Offer feedback to client from candidate Coordinate follow-up interviews with candidate Conduct reference checks as appropriate

Presenting the Offer Discuss potential offersPrepare candidate for the counterofferReview draft offer from client Present firm offer to candidate Negotiate offer/counteroffer process Post Placement Follow Up Once offer is accepted, assist with resignation process and negotiating notice duration Assist candidate and client with transition issues Once on board, maintain contact with

client and executive

THE SEARCH PROCESS…

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THE BIRKMAN ASSESSMENT…

Birkman is the premier non-

clinical instrument for

measuring human behavior and

occupational strengths.

The Birkman assessment creates

a human capital spreadsheet

that reveals an individual’s key

strengths, motivations, interests

and stress behaviors.

Birkman measures – with only

one questionnaire – a breadth

and depth of information that

typically requires

several profiles.

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Every Birkman profile identifies –

• Organizational strengths• Thinking styles• Interests• Underlying needs• Management styles• Effective behaviors • Stress behaviors

THE BIRKMAN PROFILE…

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CATHLEEN ALLEN

Voice 704-909-9568Email [email protected] 1718 Mecklenburg Avenue

Charlotte, NC 28205Links esmsearch.com

birkman.com

Cathleen Allen brings over 20 years corporate experience to professional recruiting. As a public relations professional, she learned how to take rejection well. Advertising and marketing taught her that perception is in the eye of the beholder. Birkman organizational effectiveness consulting convinced her of the critical importance in hiring the right

people.

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Recently, I was asked “If you had to hire a search firm what would you look for?” “That’s easy,” I said “there are five criteria I find very useful when I buy anything: Confidence, Quality, Service, Selection (Diversity in Recruiting) and Price.”

Am I confident that my business is important enough to be a priority? Will they take the time to understand our people, our environment and the types of challenges the successful executive will face? Will they communicate to candidates about our culture today and how we are working to shape our future?

How will the firm identify candidates who understand the job, can do the job and want their next career step to be with my company? Historically, are the Executives they have placed top performers? Do their clients believe they made the right choice months, or years, after the hiring decision?

Simply put, does the firm deliver outstanding customer service? Do they share our sense of urgency? Will they communicate that to candidates? As things change during the process, is the firm flexible and able to respond successfully? Will they anticipate our needs and make our job as easy as possible? Are they problem solvers? Will they have the difficult conversations with candidates when, or if, we need them to? Have they demonstrated they can find the appropriate balance between client priorities and candidate’s wishes?

HOW WOULD A PROFESSIONAL EXECUTIVE RECRUITER EVALUATE A SEARCH FIRM

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I want to review enough resumes to know I have choices but not so many that I think the recruiter isn’t qualifying candidates. Also, we have a commitment to building a diverse culture, which means our search firm must be even more diligent. They must use every available technique to source diversity candidates. Experienced diversity professionals are out there, but if they are qualified and open to making a change, they are being recruited by other companies.

If we believe the firm can meet all of these criteria, the last analysis is pricing. My perspective is to take a risk vs. return position. The real risk for us is that we invest our time and money without hiring the right person. We know we want the firm to share our commitment and fiduciary responsibility; which is why we will compensate the firm up front with some type of fee. How much money should we risk? How much will strike the right balance between obligation and incentive? Lastly, will the selected firm have the authority to negotiate their final compensation to close the deal if necessary?

So, if I am confident in their people and convinced everything will be of the highest quality; if they believe that customer service is really their only business; then I am willing to give them my money.

HOW WOULD A PROFESSIONAL EXECUTIVE RECRUITER EVALUATE A SEARCH FIRM