THE SEARCH PROCESS
The Search Process - Retained Search
As consultants to the legal industry for several years, Dean & Associates have perfected a phased approach to building practices in law firms and corporations. Your organization benefits by working with a highly resourceful, thoughtful and organized team. Our hallmark is investigative discretion - allowing us to explore all avenues to obtain the best talent available.
Phase 1 - Developing an Approach
To address a specific need, we meet several times with a firm’s spokesperson. We determine, as best as possible, the circumstances that led the firm to engage a search consultant. We then scope out an approach and delineate the specifications for the attorney being sought. This document, following the firm’s review, becomes our blueprint for proceeding.
Phase 2 - Information Gathering
Once we have been retained, we obtain information on a firm’s search objective. We study collateral material describing the firm and its various practices domestically and internationally and hold interviews with key attorneys in the firm to learn more about its culture. We penetrate the mindset of the firm as much as possible, because we find that each search requires projecting a sense of the firm.
Phase 3 - Fine-Tuning the Plan
Next, we refine our plan for identifying attorneys who met the specifications set forth by the firm. We employ state-of-the art voice and data systems and a proprietary database enhanced by the wealth of legal publications and on-line data sources targeted to the legal industry. With expanding access to the Internet, we also extract data applicable to the firm and candidate.
Phase 4 - Implementing the Plan
Access to relevant resources is half the battle in the search business. In a typical search, by the first week, we have developed a pool of candidates and initiated calls to determine each individual’s interest in a specific opportunity. By the second and third weeks, we have reached most candidates in the pool.
Phase 5 - Beginning the Interview Process
Through an in-depth phone interview, we qualify each candidate who indicates interest in a person-to-person meeting. When a candidate fits the specifications, we schedule a meeting to learn in detail the individual’s experience and ensure the candidate has a thorough understanding of the firm and the reasons for the search.
Phase 6 - Introducing the Candidate
Following the initial interview, we screen out persons who do not meet the criteria or elect not to move forward. For candidates meeting the criteria and who want to meet with the firm, we put together an information package for the firm’s review. Our summary describes each candidate and his or her experience. In addition, we make recommendations as to how the individual could best fill the firm’s needs.
Phase 7 - Introducing the Firm
Once the firm has agreed to meet with a candidate, we schedule an initial meeting. We may or may not be present, given a firm’s preference. At this session, both candidate and firm take a measure of each other. Following the meeting, the firm provides an assessment and determination of whether and how to move to the next step.
Phase 8 - Managing the Busyness Factor
In today’s busy environment, recruitment can be disruptive, disjointed and time-consuming for both firms and candidates. Our clients need a "middle person" to bring a deal to term. Our job is to gently prod, provide concise information, foresee and eliminate hurdles, and test the fit constantly.
Phase 9 - Adding Value through Due Diligence
To ensure value is added throughout the process, we balance the needs of the firm and the candidate. We represent the needs of the firm accurately to the candidate and present the experience of the candidate candidly to the firm. We uncover inconsistencies and discuss them with both the firm and candidate. We address perceptions and put to rest concerns. And, we ensure lingering questions are adequately dealt with. By doing so, we act as the catalyst for due diligence throughout the process - and enhance the firm’s and candidate’s opportunities for a lasting arrangement.
Phase 10 - Bringing the Deal to Fruition and Following Through
Just as we work throughout a deal to remove barriers that would keep the firm and candidate from achieving mutual goals, we also want to ensure our clients prosper after a deal is consummated. So, we continue our involvement beyond the actual placement. Through a continued liaison with the firm, we ferret out problems that may occur as both parties establish position and balance, and offer advice on how to resolve sticky points or issues.