1. What is a “retained” search firm?
In the industry, there are “retained” and “contingency” search firms. A retained search means that one firm has been retained by the client to consult and locate a slate of candidates who meet or exceed the qualifications of the position. A contingency firm only receives payment if a candidate it presents is hired; there is no contractual or consultancy relationship.

2. What is “transparent sourcing?”
Transparent sourcing allows our clients to see the methodologies we employ to recruit potential candidates for a given position. Each search is unique; therefore we never rely upon a database of candidates who are seeking employment. Each organization and person contacted in search of candidates is reported to our clients in a written source list. Our sourcing methodology often “uncovers” candidates who would not ordinarily be in the job market, but have become interested through our contact with them.

3. Why is your Position Specification so detailed?
Tandy, Morrison & LaTour believes that the Position Specification should be far more than a description of “duties and responsibilities.” We feel it is a tool which sells our client to prospective candidates; outlining the many benefits of considering a career opportunity with the organization we represent.

4. What types of reports are supplied to the client?
Our initial report to the client contains the source list for the search, resumes of all potential candidates, and a list of the 12 to 15 candidates (ranked as “top, strong, and backup”), whom we feel are potentially suited to the position.
Our second report to the client includes a list of four to five finalists whom we believe should be interviewed by our clients. This report contains our interview scores, our evaluation of each candidate’s capabilities on key dimensions, reference interviews, and educational/employment verifications.

5. What is a Work Values Assessment tool?
Our proprietary “Work Values Assessment” tool allows us to study the culture of the client organization and then match that to the work values of potential candidates. Through this assessment study, we are able to determine those candidates who would work more successfully within the client organization.

Research has suggested that a good “fit” between the work-related values of an employee and the values of their supervisor(s) can lead to a variety of benefits for both employer and employee. These include:

- Improved communication within the workplace
- Greater job-related commitment
- Increased job satisfaction, prompting less employee turnover

6. How do you assure that your interviews are relevant and focused on determining the capabilities of the candidates?
We use a research-based, structured interview process that has been shown to be more predictive of employee success than the more traditional interview where questions vary substantially from candidate to candidate and often have little relevance to the position. Structured interview questions and weighted success criteria are established based on the criteria developed for the Position Specification before interviews are conducted in order to identify and quantitatively rate candidates to determine who is likely to excel in the position. By applying this methodology to each interview, we are able to consistently and objectively evaluate each candidate on all factors that are predictive of success in the client organization.

7. How do you know that you are getting meaningful information from references?
Our reference checks are always done by telephone and are confidential to ensure a greater degree of candor. We check references from former superiors, peers, and subordinates to ensure a 360-degree assessment. Reference contacts are questioned using a set of questions that are specifically based on the criteria in the Position Specification. This provides objective assessments of an individual’s experience, work habits and expertise. We do reference checks on all finalists for the position which allows our client a better opportunity to compare the finalists. References are summarized for our clients in narrative form.

8. Are Tandy, Morrison & LaTour Principals personally involved with each search?
From the inception of TM&L, our Principals have made a commitment to remain “hands-on” with each search we conduct. That means our Principals develop Position Specifications, do research, make source calls, interview candidates, and facilitate decision-making. Their diverse backgrounds bring added insights to each search.

9. How long does a search generally take?
This varies from search to search. With an adequate period for sourcing, we project most searches to last from 90 to 120 days. The time of the year is always a factor.

10. Does Tandy, Morrison & LaTour provide assistance after a final slate of candidates has been submitted?
We offer, at no charge, to facilitate the decision making process between the client and candidate. We have developed a process that is highly effective at allowing decision-making participants to brainstorm in a structured context that leads to consensus. We are also available, upon the client’s request to negotiate terms of employment with the candidate.