Much has been written about the importance of "human capital" in meeting strategic and tactical corporate objectives. This is certainly not a new concept: since the dawn of time, it's been impossible to run a successful enterprise without the involvement of productive and creative human beings.

At Donna Cornell & Co. Inc., we approach human capital from a quality standpoint rather than a quantity standpoint. Simply filling staffing voids is no longer acceptable in a competitive economy. When times are good, shortcomings in key positions within an organization are frequently concealed. When times aren't as good, a candidate's "fit" in an organization becomes less a trivial issue, and depending on their position in the organization, will ultimately determine the fate of the organization. Unfortunately, top quality employees are increasingly difficult to find, and the competition to attract and keep them is intense. Many of these employees are also finding greener pastures as independent contractors, knowing that they may better leverage their skills as an autonomous entity.

For organizations wanting to succeed, employing and retaining top performing professionals is regarded as an activity of the highest priority. That said, the strength and success of the organization is inextricably linked to the thoroughness and quality of this effort.

Our Search Services – What We Offer

Time and Cost Savings
Professional search is both a science and an art, which requires full-time commitment. Management can concentrate on what it does best while the consultant handles the research, pre-screening, travel, interviewing, negotiating and related detail.

Objectivity
As outside consultants, we can be objective in our evaluation of the client’s needs and provide insight on the kind of candidate who will make a good “fit” with the client’s corporate personality.

Confidentiality
As professionals, we conduct the search assignment confidentially and with discretion. A client’s identity is not revealed unless genuine interest has been expressed by both parties.

Wider Choice of Qualified Candidates
Because of our third party relationship, and by combining thorough research with our recruiting techniques, we are able to identify and approach top-quality, employed candidates confidentially. This is far superior to more traditional recruiting methods.

Judgment and Expertise
In the course of handling hundreds of search assignments, we have accumulated a great deal of information - knowledge about industries, companies and people - regarding compensation practices and employee selection criteria. Our staff brings to the search process judgment and perspective honed by many years of intense learning.

An Overview

Cornell Critical Search^© is a hybrid of retained & contingency search services. It provides our client a cost contained, yet highly successful means of searching for and recruiting the best talent available in the marketplace.

Our Cornell Critical Search^© process is a highly detailed, regimented, meticulous process. It identifies available talent, appraises and evaluates individuals, and coordinates the hiring process.

In general, our process is divided into several phases.

1. Needs Assessment
Only by understanding your business and culture can we find a top-notch candidate who can have a positive impact on the business. To this end, we review your existing materials and make every effort to conduct extensive research and/or spend intake time with hiring managers, team members, and decision maker(s) to thoroughly understand your business.

2. Recruitment Strategy
We establish a recruiting process for the position. We work with you to identify the best person to conduct the first interview, the people who should be involved in subsequent interviews, and an efficient procedure for scheduling interviews - all with a goal to bring the search to successful closure as quickly as possible.

3. Search Research and Candidate Sourcing
We use a vault of proprietary tools to source candidates including but not limited to networking, associations, internet recruiting, confidential headhunting, selective posting, use of affiliate search firms when appropriate and other sources which have allowed us to provide superior results. Confidentiality is assured on all searches.

4. Candidate Evaluation
In identifying potential candidates, we look for a history of success in relevant functional areas or industries and draw on our experience to conduct thorough screening interviews. We then provide you with a resume and summary of the candidate’s strengths, technical acumen, and accomplishments.

5. Reference Checks
At your request, we can conduct reference interviews with peers, managers, and direct reports to generate a well-rounded picture of the final candidate.

IMPORTANT Note Regarding Background Checks
Many organizations find that performing thorough background checks have assisted them in making a hiring decision. Donna Cornell & Co. Inc. does not perform credentialing or academic background checks, drug tests or credit checks, but we can refer our clients to a reputable provider of these services if desired.

6. Compensation Negotiation
We consult with both the client and the prospective employee to determine the optimum compensation package for both parties, taking the market rate and candidate expectations into account. We serve as an intermediary to facilitate a successful negotiation between our client and the desired employee.

7. Contracts
Cornell Critical Search^© services require a down payment and progress payment. However the search completion fee is payable only upon hire.

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