Orientation and Discovery
When you engage JobfitMatters, we start with a thorough orientation of the board and anyone else involved in the hiring decision regarding the search process. We help you design the strategy for the search, determine who should be involved in what aspects of the search, set up a timeline, and begin to better understand your organization and all of the factors affecting the hiring decision.
As we build connections, we survey various groups within your organization whose input might be valuable to understanding what sort of leader is needed.
The Critical Leadership Benchmarks
In order to refine the real expectations for the position, we conduct a series of guided interviews aimed at helping the board and other decision-makers articulate their thoughts and concerns about the open position. We then synthesize that information into Critical Leadership Benchmarks (CLBs) that define the role in motivational and behavioral language. The CLBs make it much easier to accurately evaluate the extent to which a candidate naturally fits what the job requires.
The Opportunity Profile
The Opportunity Profile is a marketing vehicle we use to publicize the position and attract potential candidates.
The Opportunity Profile will be widely circulated and will strengthen the pool of candidates. It contains instructions for those who want to apply for the position, including three or four essay questions to help qualify candidates even more.
The Marketing Platform
In addition to the Opportunity Profile, JobfitMatters conducts an aggressive marketing campaign to attract potential candidates. Among the means we employ are:
- An email to targeted segments of our extensive JobfitMatters network.
- Mutually agreed upon print and/or web advertising.
- A professionally produced video introduction to the search, posted on our JobfitMatters website, as well as on your organization’s website.
- Working with members of search committee to share the announcement with their respective networks.
- A campaign of outbound telephone sourcing calls.
“Sourcing” means finding and assembling a pool of candidates. This is where JobfitMatters proves invaluable. We take a proactive approach in networking and reaching out to potential candidates, using leads generated from the Opportunity Profile and other sources, as well as contacting a wide variety of people who might know of someone we should pursue.
Jobfit Analysis and Recommendations
When the pool of candidates is narrowed to the top three to five candidates, we thoroughly check the fit between each candidate’s innate giftedness and the expectations for the position. We use a proprietary assessment process called The System for Identifying Motivated Abilities (SIMA®) to identify an individual’s God-given core strengths and natural motivation. It has proven itself over the past fifty years in thousands of organizations as a consistently reliable indicator of performance. Learn more about the SIMA process.
After the SIMA analysis, JobfitMatters is then able to give detailed answers to your board regarding how well each finalist matches your expectations and needs.
Onboarding and Coaching the New Leader
Once the hiring decision has been made, JobfitMatters is available to assist during the transition period of the new leader and beyond. We can assist the board in developing a plan for onboarding which will be customized to the leader’s gifts and strengths, enabling maximum flourishing. We can also coach existing staff, board, and others in understanding and working with his/her style and anticipating what to expect. Onboarding and ongoing coaching engagements are optional and are tailored specifically for what an organization needs.