THE BLUE MARLIN GROUP CORPORATE OFFICE

3737 GLENWOOD AVENUE, SUITE 100

RALEIGH, NORTH CAROLINA 27612

PHONE: 919-249-5371

FAX: 919-249-5372

careers@thebluemarlingroup.com 

COPYRIGHT 2017 THE BLUE MARLIN GROUP

RECRUITMENT PROCESS

BMG divides each search into a six phase process....

The Blue Marlin Group’s search process is simple but disciplined.  We explain it in detail to our clients, adapt it to their requirements, and ask them to join us as partners in its implementation.  Each step is shaped by our commitment to recruit exceptional leaders for mission-driven organizations and our attention to the craft of recruitment.

PHASE ONE: Understanding the Challenge


We begin each search by asking a deceptively modest question: “How will you know that you chose the right person?”

As we explore and define measures of success, we spend a considerable amount of time learning about the history and culture of our client organization: identifying implicit values, standards, strategic goals, and aspirations for their new hire. The resulting written challenge statement simply and clearly states what makes this position compelling, what success in the role would look like, and what qualities an ideal candidate would possess. This process confirms with our client that we share an understanding of the complexities of the assignment.

PHASE TWO: Networking & Screening


We Building a qualified candidate pool requires judgement, creativity, and experience.  We recruit carefully and broadly, looking for analogous experience, technical competence, and a clear passion for our client's mission.  We protect confidentiality, and take particular care to keep candidates apprised of their status.

While our growing database provides one basis for our canvassing, we actively solicit our clients' suggestions while conducting extensive research to develop additional sources.

PHASE THREE: Narrowing the Field

Through personal conversations and biographical interviews we trace a person’s career, learning about accomplishments in each successive role, discoveries from mistakes made along the way, how results were measured, and most importantly, what actions and ideas were essential to success.

We treat our conclusions as hypotheses that we test further through extensive interviews and intensive references. We look for the fit between what a candidate encountered in the past and the challenges of the role under consideration.

PHASE FOUR: Selecting Finalists

As our client prepares to interview semi-finalists, we review together the challenges of the position as originally outlined as well as the candidate backgrounds. We help structure the candidate review, offering guidance on both the substance and logistics of the interview process, and making recommendations upon the client’s request.

When finalists are invited back for a second round of interviews, we help to structure their visits to
provide an opportunity both for the candidates to learn more about the organization and the position,
and for our client to get a deeper look at the candidates.

PHASE FIVE: References

As our client prepares to interview semi-finalists, we review together the challenges of the position as originally outlined as well as the candidate backgrounds. We help structure the candidate review, offering guidance on both the substance and logistics of the interview process, and making recommendations upon the client’s request.

When finalists are invited back for a second round of interviews, we help to structure their visits to
provide an opportunity both for the candidates to learn more about the organization and the position,
and for our client to get a deeper look at the candidates.

PHASE SIX: The Final Selection

A good search can be difficult to close. Making the final choice can be complex when there are three or four strong candidates whose strengths and weaknesses are known in detail. We remain active through this phase of the search, helping our client make a well-informed decision and staying in close contact with the finalists to address any concerns.

We are often asked to play a role in the contract negotiations between our client and the candidate. Although we do not provide legal advice, we can help think through compensation packages and advise on relocation and family considerations. Our goal is to help our client make the best hire possible.