 |
|
|
Upon assignment, we become an extension of your own organization, a true partner in the planning and execution of a job search, hiring and follow-up to assure that the performance of a new hospitality executive meets and exceeds your expectations.
|
 |
| |
We meet with your general management, human resources and management team members who will interface with the person in the executive hospitality positions we're filling. We learn and verify the functional needs you have for the new person and the culture in which he or she must operate. We help assure that the objectives set for the individual hospitality position compliment the needs of the department, division and corporation. We mutually agree upon qualifications of ideal candidates. Upon request, we perform salary reviews, including geographic data that may be needed for relocation. |
 |
| |
Job specifications agreed upon in the Definition phase become part of a comprehensive search plan that includes methodology, general and specific targets and time frames. We initiate a confidential search that may include non-hospitality industry executives who may not actively be seeking new employment, as well as those who are. We identify and contact those who are ideally suited to fill the position available and contribute most to your company. |
 |
| |
In-depth discussions are then held with interested candidates. We make certain that their knowledge, accomplishments, management styles and goals are compatible with your open position requirements. Thorough reference checks are conducted before you meet them. If desired, we aid in credit checks and psychological evaluation. |
 |
| |
Profiles of the most qualified candidates for the executive hospitality position are submitted for your consideration. They may be confidentially interviewed via video conference, in person at locations of their choosing, or at our offices, before they're brought to your company and are exposed to a wider range of management within your organization. |
 |
 |
During the hiring process, we help you negotiate compensation packages and any other aspect of an engagement that may be needed. Afterward, we help assure the smoothest possible transition. We mutually agree on key members of your management team to be contacted (including the new hire), as well as follow-up intervals. We talk with the designated people and issue brief reports and recommendations as needed. Marshall-Alan Associates maintains a continuing interest in the achievement of your organization’s short and long-term goals, simply because long-term relationships benefit us both. |
 |
