1. Stanton Chase International
Presented by Stanton Chase Chicago

2. Talent Acquisition - Best Practices
Stanton Chase is distinct
among today’s Executive
Soft
Search firms in that we view Qualify
Assessment
the talent acquisition process Candidate
Development
C.A.T.
Coordination
as an ongoing strategic
PROGRAM MANAGEMENT
CLIENT MANAGEMENT
CLIENT MANAGEMENT
initiative Research Expediting
Our focus is on mid and Engagement
Best
Feedback
Refinement Practices
senior level management
Program Negotiations &
positions with an objective of Assessment Administration
attraction, assessment, and
Program Offer
acquisition as a top business Launch Talent
& Close
Talent
process imperative. Acquisition
Relationship
Management

3. Best Practices - Talent Acquisition Consulting
Best Practices begin by embracing the
philosophy that talent acquisition is an
ongoing process. Engagement
At the commencement of each Refinement
engagement Stanton Chase guides a
detailed talent pursuit exercise. Program
Assessment
This process for each engagement is
initiated with a Talent Detail Document
specific to that position. Program
Launch
Additionally, a detail competitive
landscape review with specific executives
identified is performed

4. Talent Acquisition Consulting -
Program Launch
A qualitative overview of the program that
includes defining the scope, establishing the
structure, designating the key players, and
Engagement
establishing the deliverables. Refinement
We work with our clients to build and
communicate a clear understanding of the
Program
necessary process for hiring the best possible
Assessment
talent.
• Process Review
• Culture Overview Program
Launch
• Values Overview
• Program Timeline Established
• Assignment of Responsibilities
• Technology Integration
• Metrics Review and Monitoring

5. Talent Acquisition Consulting -
Program Assessment
A thorough process that builds awareness
of your firm and its talent needs, challenges,
values, and organization dynamics.
Engagement
The detailed Guidebook process allows a mutual Refinement
understanding that defines the talent acquisition
process.
Program
• Audit Workforce Plan
Assessment
• Perception Survey (EVP-EOC)
• Current Staff Assessment
• Position Reviews Program
• Candidate Acquisition Teams (CAT) Launch
Assignments
• Compensation Benchmarking
• Core Competencies Review
• Talent Marketing Strategy Review
• Establish Initial Action Plan

6. Talent Acquisition Consulting -
Engagement Refinement
For each engagement, we work with
our clients to develop a Talent Detail
Document (TDD). Commencing with Engagement
Research, this guides our attraction, Refinement
assessment, and acquisition of talent.
• Talent Detail Document (TDD) Program
Development & Review Assessment
• Develop Competitive Research Strategies
• Deploy Web Marketing Strategies Program
Launch
• Set Engagement Goals and Timeline
• Define Must-Have and Desirable
Selection Criteria
• Refine CAT Assignments

7. Best Practices - Talent Attraction
Each engagement is custom-built/handled
uniquely which incorporates our extensive
network, current database, and custom
competitive research to insure that we have
presented our client’s opportunities to all Candidate
relevant candidates in the marketplace. Development
• Research Project Document (RPD) is
Created and Defined Research
• Keyhires-based Engagement
Monitoring
• Scripted Introduction of Position to Set
Pool of Candidates

8. Talent Attraction - Research
For each engagement, we work with our clients
to develop a Research Project Document (RPD)
which defines the research sources we will
employ to mine our current database, subscribed-
to databases, and to generate new candidates
from competitors. Candidate
Development
We then identify and refine data, deploy research,
and offer an initial sampling of candidates specific
to the needs of each engagement.
• Fundamental Industry Research (IRP) Research
• Research Principal Competitors (CRP)
• Development of Research Project Document
(RPD)
• Internet Research Strategies
• Primary and Secondary Competitor Mapping
• Research Data Verification and Refinement
• Initial Candidate Sampling

9. Talent Attraction - Candidate Development
This phase initiates discussions between
our consultants, candidates, and clients
that result in a refined search process and
sustained candidate relationships.
Candidate
• Candidate Development and Screening
Development
• Employer of Choice (EOC) Deployment
• Candidate Research Feedback
• Sustained Talent Relationship Research
Management Strategies (Keyhires)
• Market Perceptions Feedback
• Candidate Perception and Motivations
Analysis
• Ongoing Talent Relationships
Established and Maintained

10. Best Practices - Talent Assessment
Proper assessment leads to a higher quality
potential hire.
We transform the pool of qualified
professionals identified via our research Soft Assessment
process to a short list of highly-qualified Qualify
candidates appropriate to the needs of
your firm.

11. Talent Assessment – Soft Quality
Once the Talent Detail Document (TDD) is
completed, refined, and authorized by the
client, we define a pool of candidates that
initially qualify for the position based on the
intersection of their professional Soft Assessment
backgrounds and the skills specified in the Qualify
TDD.
Our goal is that these candidates meet 80%
of the requirements outlined in the TDD.
• Discussion of Candidates’ Motivations
• Initial Assessment Commentary
• Continuous Calibration Process
• Standardized Ten Question Assessment

12. Talent Assessment – Assessment
Once a candidate meets the initial criteria for the
position as defined in the TDD and our client indicates
an interest in pursuing them further, we complete a
thorough, person-to-person assessment that goes
beyond a review of their professional qualifications
to create a clear picture of the candidate’s Soft Assessment
appropriateness as determined by the Stanton Chase Qualify
team.
• Complete Candidate Assessment Document (CAD)
• Extensive Person-to-Person Candidate Interaction
• Informal Reference Checks
• Current Compensation Package (CW)
• Keyhires-Based Presentation of Candidates
• Determination of Interviews
• Calibration Discussions
We then present the top candidates to the client
and determine those that are appropriate to
interview.

13. Best Practices - Talent Acquisition
We maximize the effectiveness of each
interview opportunity through careful
coordination and optimization of the C.A.T.
Coordination
client and candidate experience.
Constant communication with our client Expediting
and key candidates insures that each
phone conversation and face-to-face Feedback
meeting has a productive outcome.
Negotiations &
Administration
Offer
& Close

14. Talent Acquisition – C.A.T. Coordination
The Candidate Assessment Team (CAT) is a
collaborative effort by Stanton Chase, the client
Human Resources team, and client hiring C.A.T.
managers that results in a well-orchestrated Coordination
interview process that keeps the candidate
engaged, challenged, and qualified.
Expediting
The facilitation of an interview process in which
each interviewer focuses on a different aspect of
Feedback
candidate qualification allows for an in-depth
picture of the candidate to emerge.
Negotiations &
• Deploy Stanton Chase’s Eight Interviewing Administration
Objectives
Offer
• Interview Training and Custom Questionnaire & Close
Deployment
• Assign Interviewing Objectives to C.A.T. Members
• C.A.T. Members Post-Interview Debriefs

15. Talent Acquisition - Expediting
Stanton Chase eases the stress of
interviewing candidates and insures a
smooth process. C.A.T.
Coordination
We alleviate many of the “headaches”
associated with interviewing by facilitating Expediting
all logistical aspects including:
• Communication with Candidates and
Interviewers Feedback
• Implementing Travel Plans Negotiations &
Administration
• Directing Transportation To and From
the Interview Offer
& Close
• Meeting Coordination

16. Talent Acquisition - Feedback
We seek ongoing feedback from our clients and
candidates to insure that our deliverables match their
expectations.
C.A.T.
Coordination
By consistently reviewing the process at the close of
each engagement, we are able to address ongoing
talent acquisition needs and strategies. Expediting
At the conclusion of each engagement, we offer
immediate feedback regarding talent acquisition best
practices. Feedback
• Report Metrics
Negotiations &
• Review Processes and Activities with Senior Administration
Management
Offer
• Assess Candidate Acquisition Team (CAT) & Close
Performance
• Refinement of Approaches and Strategies
• Candidate Feedback (Candidate Debriefs)
• Review of Research and Competitor Mapping

17. Talent Acquisition -
Negotiations & Administration
Stanton Chase facilitates all logistical
aspects of composing an offer to the
candidate on behalf of clients, resulting in C.A.T.
Coordination
a 80% or higher offer-to-acceptance ratio.
• Review Compensation Worksheet (CW) Expediting
with CAT Members
• Facilitate Relocation Package, When Feedback
Applicable
Negotiations &
• Candidate and Client Expectations Administration
Management Offer
& Close
• Facilitate Client Presentation of
Compensation Package

18. Talent Acquisition – Offer & Close
Proper coordination during this critical
phase of the process should facilitate a win-
win for candidates and clients. C.A.T.
Coordination
Stanton Chase is involved in every aspect of
the Offer and Close including: Expediting
• Foreseeing Any Challenges to
Candidate Acceptance Feedback
• Timely Extension of Official Offer Negotiations &
Administration
• Review and Negotiation of Counter-
Offer, When Applicable Offer
& Close
• Agreement to Close by Candidate
and Client

19. Best Practices - Keyhires TM
TM
Acquiring your company’s Keyhires
requires a deep understanding and
firm commitment to the talent
acquisition process.
Strategy, process improvement
training, and continuous self-
evaluation are all key components to
win the “War for Talent.”
Talent
Talent
Relationship
Acquisition
Management

20. Keyhires - Talent Relationship Management
TM
We insure that our clients are
competitively positioned to attract,
acquire, and retain the best possible talent
by identifying the right candidate for the
right position at the right company
• Continuous Talent Acquisition Process
Improvements
• Regular Communications With Top
Talent Talent
Talent
• Periodic Talent Message Management Acquisition
Relationship
• Candidate Acquisition Team (CAT) Management
Reviews
• Review and Analysis of Metrics
• Regular Review of EOC Branding
Strategies

21. Keyhires - Talent Acquisition
TM
In order to maximize your return on investment
in the talent acquisition process, we
continuously work with our clients to
understand how the industry and candidates
perceive their company.
Periodic review of the Program Launch
Guidebook heightens the awareness of the
importance of talent acquisition as a top
business initiative.
• Workforce Planning Talent
Talent
Relationship
• Industry Perception Management Acquisition
Management
• Sustained Talent Sales and Marketing
Strategies
• Refine Employee Value Proposition (EVP)
• Continuous Talent Acquisition Process
Improvement Training