Hyatt-Fennell’s tested and reliable process is flexible by design in order to fit the culture and meet the needs of each of our clients. We pride ourselves on accessibility and our reputation as advisors who value the role that confidentiality plays in relationship with clients and applicants.
Hyatt-Fennell’s experienced, nationally known professionals work directly with you to build and expand the candidate base and bring qualified individuals into the search who may not be active and visible on the job-market or job-boards. We are also aware of the professionals who are ready for their next challenge. Our commitment is to build upon the success of our clients.
From conducting a full search process to a partial search or recruiting candidates only, Hyatt-Fennell will provide excellent and first-class service throughout the process. We do the "heavy lifting", electronically receiving and acknowledging nominations and applications, keeping candidates abreast of the search's progress, maintaining contact with candidates, and preparing materials for the search committee, the president, and board. We are a growing firm with experience in identifying and presenting only qualified candidates. We provide counsel in all areas of executive search including building client and candidate relationships, conducting prospect and candidate research and interviews, overseeing final selection of candidate, and negotiating terms of acceptance.
• Pre-Search Visit
We will spend time on campus meeting with representative constituent groups
and stakeholders (search committee, cabinet members, administrators, faculty, trustees, staff, students, alumni, and sponsors) and eliciting their recommendations, which will become integral components of a needs analysis and assessment.
• Institutional Profile/Position Specification Preparation
The assessment will be the basis for the institutional profile that will become the policy document for the search. Typically, the profile is posted on an institution’s web site where it is available to nominators and potential candidates.
• Identifying, Recruiting, and Evaluating Candidates
While advertising in appropriate publications and posting on professional web sites and email lists are expected parts of any search, we go beyond by reaching out through our network to individuals and by canvassing institutions and professional organizations for viable candidates. Critical to the process that leads to the identification and interviewing of semi-finalists, the firm’s associates engage in careful review of résumés, degree verification, and extensive interviewing before presenting applicants to the search committee for consideration.
• Selecting Finalists
We provide guidelines for semi-finalist interviews--recommending a format for the interviews as well as institution- and candidate-specific questions.
• Due Diligence
Thorough due diligence (credit, financial, litigation background, and publicity checks) is conducted for finalists. We personally contact listed and non-listed references.
• Consultation Throughout Appointment Process
While we do not give legal advice, we often are asked to play a part in the final negotiations between candidate and client.
• Maintaining Contact with the Client and the Appointee
We pledge to stay in touch with both the client institution and the
successful candidate for at least a year beyond appointment to ensure that
concerns are being communicated and expectations met.