Our Process

Keeps you in control

The Kirdonn Group

We meet with our client company in their office and get a thorough profile of the company, job, and ideal candidate for the position. By means of a pre-screening interview, we identify the qualified candidates, email the resume to the client company, discuss the candidate with the hiring manager, and help set up the face to face interview between the client company and the qualified candidate. We then work with the client company through every step of the hiring process (interviews, evaluation, references, offers, counteroffers, the hire).

We recruit:

  • Senior Level Executives
  • Sales Managers
  • Business Development Specialists
  • Territory Managers
  • Account Executives
  • Senior Sales Representatives

Our Industry Concentrations:

  • Hi-Tech
  • Industrial
  • Consumer
  • Financial
  • Medical/Pharmaceutical
  • Office Products
  • Telecommunications

 

The Kansas City Star described The Kirdonn Group as a leader in their field with a personal touch. “With its services it has provided a comprehensive resource with a personal approach and a high-service orientation.”

Key service benefits include:

  • More personalized team-based approach than volume-driven, multiple-office firms.
  • Our partners have formed long term alliances within the key industries we represent.
  • Screening ratio of 4 to 1 compared to competitors ratio of 7 to 1 to interview success.
  • Weekly client communications to provide marketplace intelligence including results of multiple business development strategies and networking and candidate identification related to the search and the consulting assignment.
  • In an extremely tight labor market we help keep the process moving forward working closely with your firm with a personal one on one touch..
  • To quote one of our clients, “We will build you one of the finest workforces in your industry.” We will do everything we can to retain your business.
  • More than 1200 search assignments have been completed since 1989, making The Kirdonn Group one of the top recommended search firms in the Midwest.
  • Since 1989 we have had 42% of our assignments been client referred.
  • Assignments have been in 45 states from The East Coast to Southern California as well as in Canada, Australia, France, Mexico and United Kingdom.
  • Traditionally, the majority of our search assignments have been Kansas City based, but since the new millennium 40% are completed within the Central Midwest and 45% are completed in locations across North America.
  • Have successfully completed 86% of our assignments since 2001.
  • The firm has been named by Ingram’s Magazine of Kansas City as one of the Top 100 Fastest Growing Companies in 1996, 1997, 1997, 1998 and again in 1999.
  • Specialty Practices include: Telecom, Consumer Products, Utility Energy Services, Marketing/Business Development/Product Management, Manufacturing, Information Systems and Technology as well as several other functional areas.
  • Salary ranges are from entry level to upper level management positions.

Values

  • We are available and sensitive to our customer needs.
  • We live for providing a quality service.
  • No client is more demanding of us than we are of ourselves.
  • We strive to be innovative, creative, and responsible.
  • We focus on the needs of our clients.
  • We consistently look for the challenging opportunities to develop our practice.
  • We honor integrity, maturity, love, compassion, high standards, generosity, trust, and communication. 
  • We always concentrate on wisdom — the optimum balance of mental, physical and spiritual health.
  • We try to treat every individual the same way we want to be treated
  • We consider the opportunity to work with clients to be a privilege.
  • We thank you for the opportunity and consideration

The Kirdonn Group
What’s the Difference?

When companies seek to hire management and professional talent from outside their organization, they have several options. They can decide to manage the process themselves, using advertising, the Internet, and/or a contracted researcher to identify potential candidates; use general recruiters; or use an executive search consultant.

Choice of Internal or External Resource

Using the first option, the hiring executive or a human-resources executive makes an effort to find qualified applicants, typically by advertising the position in the print media or on the Internet, and then screens responses, interviews candidates and selects the person to be hired. The advantage here is that the company retains full control of the process. The disadvantages are that many qualified candidates (including some of those most qualified) may not see or respond to an ad or post their resumes on the Internet; many unqualified candidates must be evaluated in order to discover those who are qualified; and, once qualified candidates have been identified, hiring authorities face complex, time-consuming and sensitive issues of negotiation and reference-checking—without the benefit of a third-party professional. Therefore, many organizations prefer to use independent recruiters. But how do they decide whether to use a recruiter or a The Kirdonn Group executive search consultant?

Fee Comparison

On the surface, it appears to be simply an issue of how the recruiter gets paid. A general recruiter earns a fee only when the organization hires someone. The Kirdonn Group  consultant, on the other hand, is paid in advance to conduct a search that usually results in a hiring—but not always. The way the fee is paid has a great deal to do with how the work is carried out, and what kind of result can be expected. When a company retains an executive search firm to fill a particular job, it is paying for the process of conducting a search. Without being paid in advance, a general recruiter has no assurance of being paid at all. Therefore, a general recruiter cannot afford to invest a great deal of time working on any particular engagement, because a successful outcome may depend on factors beyond the recruiter’s control. General recruiters typically work with a large number of job openings, and, using a database of known candidates, look for matches on paper and send those candidates’ resumes—as many as possible—to clients for possible interviews.

Level of Service

As such, the general search process is geared to identifying qualified candidates—but not necessarily the most qualified candidates that could be found if significant research and in-person interviewing were to be applied to the hiring organization’s particular need.

  • A recruiter who will make a dedicated effort on its behalf to filling the position, and who will take into account nuances of the hiring organization’s culture and other critical issues related to the job vacancy.
  • An independent third party to thoroughly screen candidates, through in person,video interviews, before finalists are presented.
  • Evaluation of internal candidates against an external shortlist.
  • A go-between to help persuade an executive to leave a desirable position for a better opportunity, and to help negotiate the terms of the move.
  • A high degree of confidentiality in the recruitment process.

Differences in Approach

There are several key differences between competitors and The Kirdonn Group recruiting. Our consultant is typically working exclusively on the search and is expected to evaluate all candidates being considered for the position. As a result, he will never present a candidate to more than one client at a time. A general recruiter usually does not have an exclusive assignment, but instead is in a race against other sources to present a winning candidate, and often present attractive candidates to as many clients as possible.The Kirdonn Group recruiters tend to be more specialized by industry and function. And our consultants also specialize but, because they are driven by original research for each engagement, and are willing and able to apply that process across industries and functions—especially when circumstances indicate the possibility of recruiting from outside the client’s industry.

Search Process

The Kirdonn Groups search process has many more steps. If a firm decides to hire one of our consultants here is what they can expect:  

  • The consultant will conduct detailed interviews with the client organization’s management team to develop a full understanding of the position to be filled and the qualifications of the executive to be recruited.
  • A summary of this understanding, including a detailed profile of the qualifications and experience of the desired candidate, will be communicated to the hiring executive at the outset of the engagement.
  • This engagement letter will also include a complete description of how the search will be conducted and will outline the firm’s policies on fees, expenses, guarantees and assurances against recruiting executives away from the client organization in the future.
  • The consultant will conduct original research, targeting organizations identified as likely employers of potential candidates, and accessing proprietary and commercially available databases for sources of potential candidates.
  • Through this research, the consultant develops a “long list” of potentially qualified candidates, and then conducts telephone interviews to develop candidates for possible in-person interviews.
  • During one or more interviews the consultant conducts a thorough evaluation of each candidate’s suitability for, and interest in, the position.
  • The consultant presents several qualified candidates to the client for interviews, and throughout this process acts as a mediator to assure that all issues relevant to filling the position are being addressed.
  • Once the client has selected one or more candidates it would like to hire, the consultant conducts final reference checks to confirm the accuracy of judgments about the candidate’s suitability and to assure that all relevant information about the candidate has been gathered.
  • The consultant will help the client develop the job offer and will help the candidate prepare to accept it.
  • After the hiring, the consultant will stay in touch with both the client and the successful candidate to assure an orderly transition.
  • Finally, the hiring organization can expect two assurances from The Kirdonn Group: first, the firm will pledge that, during a given period of time, if the hired candidate does not work out for reasons the search consultant should have foreseen, the firm will repeat the search at no extra charge (out-of-pocket expenses only); second, the search firm will pledge not to recruit from the hiring organization for a stated period of time following the engagement.

 

We will build you the finest workforce in your Industry!

Contact One of Our Specialists Today!

Click Here

Recent Blog Posts

Learn from the top thought leaders in the industry.

Practice Makes Perfect

There are a lot of steps that usually happen before you get to the interview portion of your job search: writing a resume, networking, compiling your references. Most folks are able to put a lot of effort into getting the interview, but many fall apart during the actual interview. Why? Poor planning and a lack of practice. Instead of winging it, or relying solely on your professional skill set, you should stage a rehearsal for your next job interview. Not sure how to go about doing so? Start by enlisting a family member, friend or partner to play the role of interviewer, and ask that she stay in character from start to finish. Set up a space, such as a desk or table, where you can create a suitable setting. Then use these 10 tips to from corporate trainer Marlene Caroselli to make your interviews — both mock and real — successful. Do Your Homework “Learn all you can about the organization in advance,” advises Caroselli. Share this information with your mock interviewer, perhaps in the form of crib notes. She can use this to grill you. Tune In “Watch people being interviewed on television and make note of what works,” she advises. Look for traits that make people likable and competent. State the Unobvious “Create one really intriguing statement about yourself,” she says. “For example, a woman I know, expecting to be told, ‘Tell us a bit about yourself [the most popular interview question],’ replied, ‘I think I should tell you I’m a nonconforming conformist.’ She explained what she meant and wound up getting the job.” Think Outside...

Resume Critique Checklist

Resumes normally get less than a 15-second glance at the first screening. If someone has asked you to review his resume and you want to help him ensure it gets read — or want to know if your own is up to par — be sure you can answer yes to the following questions: First Impression Does the resume look original and not based on a template? Is the resume inviting to read, with clear sections and ample white space? Does the design look professional rather than like a simple typing job? Is a qualifications summary included so the reader immediately knows the applicant’s value proposition? Is the resume’s length and overall appearance appropriate given the career level and objective? Appearance Does the resume provide a visually pleasing, polished presentation? Is the font appropriate for the career level and industry? Are there design elements such as bullets, bolding and lines to guide readers’ eyes through the document and highlight important content? Is there a good balance between text and white space? Are margins even on all sides? Are design elements like spacing and font size used consistently throughout the document? If the resume is longer than a page, does the second page contain a heading? Is the page break formatted correctly? Resume Sections Are all resume sections clearly labeled? Are sections placed in the best order to highlight the applicant’s strongest credentials? Is the work history listed in reverse chronological order (most recent job first)? Career Goal Is the career objective included toward the top of the resume in a headline, objective or qualifications summary? Is the resume targeted...

Get Guerilla

What does “guerrilla” mean in terms of a job search?  It means get creative and do things differently!  Engage your audience and surprise them.  Here are ten guerrilla marketing tactics you can use in your job search. 1. Pick up the phone. Isn’t it lame that I have to include this tip in a list of “creative and unique” networking tactics?!  The truth is, I bet only 1% of people actually pick up the phone to introduce themselves, ask for a coffee meeting or start a conversation.  You aren’t cold calling for an interview or a job, you are simply starting a conversation.  Don’t over think it! If you decide to pick up the phone, let the person know who referred you to them or how you know them.  Did you meet at a networking event?  Did you get his or her business card at the Cubs game?  Did you look her up in your sorority alumna directory? Chances are they won’t answer or be interested in talking to you the first time you call.  Follow up again via email. Still no answer?  Make one last attempt by emailing them a week or two later.  It’s VERY normal to contact busy people a few times before getting a response. In many cases, they’ll thank you for your continued follow up! 2.  Stop job hunting and start company hunting. The beauty of a guerrilla-style job search is that your efforts will be very targeted.  You’ve researched industries, companies and even people.  You know what you want and who you want to talk to.  This is not a reactive job search...