Identifying the Problems

Retention and recruiting are significant and difficult problems for most companies. Let’s consider the facts:
• A study of executive failure done by Executive Search Information Exchange pegged the average failure rate for recruited executives in their first year at between 40% and 50%.

• It is true that 50% of ALL hires are either bad hires or miss-hires. This is due to a combination of poor internal recruiting staff, the use of poorly defined job descriptions that ignore the specific business need to solving either the unique technical challenges or defining in detail the corporate objectives, plus most Board members and senior level executives are simply too busy to perform an intensive interviewing, screening, behavioral and intangible assessment throughout the entire Talent Acquisition life cycle.

• A Mercer study estimated that on average, the cost of a failed executive is estimated to be more than $500,000 or 2.5 times salary. And that does NOT include organizational, opportunity, productivity, and transitional costs for the new executive

The NextGen GES Value

We use an exhaustive 14 step search process improving the probability of both SUCCESS and RETENTION during the Talent Acquisition process, not just after the hire is made.

You don’t lay off your A players and neither do your competitors

Clients look to NextGen GES to sift through the maze of potential talent to get you the A players you both need and expect. Don’t settle for anything less!

Communications & Strategy

We take the time to thoroughly understand our clients’ vision, mission, objectives and culture. We meet with our Clients to communicate strategic vision and objectives on a regular basis. We help manage expectations on both the client side as well as the candidate side. We not only have a large proprietary database of potential candidates, but in addition, also have a vast network of contacts, experienced researchers, and utilize cold calling, as an effective but rarely seen tool today.

Technology & Market Insight

NextGen’s Sr. Partners bring a combined 85 years expertise in the mobile wireless telecom markets. We have evolved a unique search methodology that defines the tangibles (skills, experience, education, accomplishments) needed and identifying the ideal intangibles (personality, thought processing, conflict resolution skills, leadership capabilities and project management style, cultural fit). We then use a proprietary 30 point assessment process that demands a consistent search process that is transparent to our Clients. In our extensive interviewing and screening process, we look for those qualities in candidates that predict success in accomplished, rapidly growing organizations. Intelligence, learning agility, persistence, adaptability, and the ability to communicate the Clients’ vision and objectives are key.

Radical Reference Checking

We don't readily accept candidates' references. We find our own including previous colleagues, customers, and vendors that the finalist candidates did NOT provide to us. This process reveals the best picture of a candidate's true abilities and character.

The cornerstone of our success is a foundation of the four following principles:

Performance Profiling

We take time to thoroughly understand our clients’ vision, mission, and culture. We want to know where you are in terms of your overall company staff so that we can identify and agree upon the strengths needed for the department or executive team where the candidate will be placed. That enables NextGen GES to define the tangibles and intangibles required to make this search successful…. now and long after the search is completed.

Search Transparency

Clients have unprecedented insight into the search process, interview notes, and assessments of each search via secure online tools we provide as well as scheduled on-going communications.

Proven Search Process

We believe in Continuous Quality Improvement utilizing a rigorous and structured search process that delivers results. That is why our guarantee policy is one of the best in the executive search business.

Assessments & Accountability

Each search we perform requires a thorough candidate evaluation that focuses on validating the finalists. In addition, we perform our own “radical reference checking”, providing verification of the candidates’ successes in your market. This results in our presenting candidates to the client with the expertise and decision making skills that are critical to the success of your organization.