Our Process
At NRECA Executive Search, we want to understand your cooperative and what qualifications are needed for success for your next CEO. As the industry and membership needs change, the skillsets needed in our leaders also change. Below is our process for conducting our CEO/GM searches.
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[tile title="1.%20Position%20Understanding"]Understanding what you are looking for in your next leader is critical for a successful search. The results from this stage of the search process provide the framework for the rest of the search.[/tile]
[tile title="2.%20Candidate%20Generation"]Working in collaboration with the board of directors or hiring team, we typically advertise the position for 6 weeks leveraging the informal and formal networks of the NRECA Executive Search team and national job search platforms.[/tile]
[tile title="3.%20Candidate%20Screening"]After conducting phone interviews and reference checks for the top candidates, we bring 8-10 candidates to the board for executive searches and 4-6 candidates to the hiring team for senior staff searches.[/tile]
[tile title="4.%20Interviewing"]For executive searches, the NRECA Search consultant facilitates the finalist in-person interview in conjunction with the board.[/tile]
[tile title="5.%20Post%20Search"]To support the selected candidate's success in their first year, we include a post search consulting option from NRECA Consulting Services.[/tile]
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The process for a senior staff search is very similar to the executive search process above, however, senior staff searches go through step number 3 allowing your internal hiring team to complete the interview process.
[well title="Want%20to%20Learn%20More%20About%20NRECA%20Executive%20Search%3F" color="black-light" text-color="cloud-light"]Contact Leigh Taylor at
Leigh.Taylor@nreca.coop.[/well]
Tips for a Successful Search
We recognize that there are multiple paths to finding and selecting your next general manager or chief executive officer. Whether your board chooses to use an external recruiter or conduct the search on their own, here are important tips for a successful search for your next leader.
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- Do you have updated policies, including relocation and compensation, in place?
- Do you have a current compensation analysis for the CEO position?
- Define what competencies (knowledge, skills and abilities) are needed in your next CEO. Your strategic plan is a great place to start for ideas.
- Update the job description, if needed.
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[accordion title="During%20Your%20Search"]
- Advertise your job posting on relevant job boards including your own website and cooperative.com.
- When conducting phone interviews and reference checks, focus on the leadership competencies that are important to
your cooperative.You are looking for a great fit for
the future of your co-op.
- Don’t forget background checks, credit checks and EEOC documentation
- Invite 2-4 finalist candidates in for personal interviews with board.
- Extend the offer and the management contract, if applicable negotiate and welcome your new CEO!
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[accordion title="After%20Your%20Search"]
- Ensure that the board and new CEO are on the same page by setting SMART goals for their 1st year, sooner rather than later. These goals should be written down, agreed to by both parties and align with your strategic plan.
- If there are gaps in your new CEO’s qualifications, support their success with training and education.
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