What Differentiates ColumbiaSelect

WE TAKE THE TIME TO UNDERSTAND YOUR BUSINESS

Regardless of the number of searches we have previously conducted, we want to have a thorough knowledge of our client, its competitive advantages, its vulnerabilities, and its objectives and strategies. This knowledge can make the difference when presenting the career opportunity to candidates.

WE ARE CONSULTATIVE

We do not presume to understand all of the problems and challenges our client is facing. An important lesson we have learned is not to take anything for granted, but to carefully establish a consensus within the client organization around the qualities and characteristics of the executive being sought. Our role will be to play devil’s advocate and to challenge inconsistencies in thinking regarding attributes required for the ideal candidate as the search moves to completion. We will counsel decision makers on issues that arise from impressions created by candidates, thereby sharpening the decision process.

WE WILL BE RESOURCEFUL / FLEXIBLE

Our candidate development process is tailored for each search. We will network with a diverse group of executives, not just those who exist in databases or Internet directories. If appropriate, we will challenge our client to “think outside of the box,” to consider executives with skills and experience which could be leveraged beyond the specific requirements of the search.

WHAT YOU SEE IS WHAT YOU GET

At ColumbiaSelect the consultant who “sells” the search is intimately involved in every aspect of “executing” the search including the initial work to develop candidates. We do not “hand-off” search execution to junior level people.

WE NEVER FORGET THAT WE SERVE THE CLIENT

Our search practice is founded upon the premise that we will be a very important resource for a relatively small number of firms in each of our practice areas. The corollary to this philosophy is that we will do whatever is ethically necessary to meet our client’s needs.

OUR SIZE GIVES US AN ADVANTAGE OVER LARGE FIRMS

ColumbiaSelect does not have the “off-limits” problem usually associated with large national firms with huge search practices, or single-practice specialty boutiques. This issue, depending upon the particular practice concentration of any given firm, can reduce significantly the universe of talent available to a firm.

DIVERSITY & INCLUSION

Diversity and Inclusion are built into ColumbiaSelect ‘s process, not just our Code of Professional Practice. We value diverse leadership, and identify the most qualified talent by searching and assessing without bias.

DIVERSITY CANDIDATE DEVELOPMENT

When it comes to the subject of proactive diversity and inclusion, Columbia Consulting Group and its affiliates have an excellent track record. Since 1998, when we began tracking this type of data, 25% of our searches have been completed with the engagement of diversity candidates. To accomplish this, we have developed an extensive diverse database of highly qualified individuals with whom we continuously network.

Growing competition in the marketplace has driven organizations to develop marketing strategies that appeal to a diverse range of customers –whether selling a product or recruiting an executive. Their success, particularly in the consumer arena, goes straight to the bottom line. When it comes to recruiting and retaining quality talent, savvy employers no longer believe that a diversity initiative is simply the “right” thing to do; they know it is a business imperative.

The desire for a diverse workforce is a growing challenge. In their quest to find executives who reflect the communities and markets they serve, today’s hiring managers are skillfully leveraging the diversity of their organizations’ talent to increase recruitment success and retention goals, and increase employee morale.

Our growing Diversity Practice is a direct result of our clients’ recognition of the power of a diverse workforce. In recent years, we have been asked to recruit Chief Diversity Officers, as well as executives for consulting firms which specialize in diversity and inclusion. More profound is the growing mandate by our clients to see a diverse slate of candidates. As such, our databases of candidates, referral sources, and organizations which focus on diversity reflects a comprehensive array of relevant resources.

Our policy is to strive to develop a diverse slate of candidates for every search for which we are retained. Columbia Consulting Group regularly interfaces with diversity-focused organizations, such as, the Asian MBA Association, American Women in Government, National Association of Female Executives, American Association of People with Disabilities, National Association of African Americans in Human Resources, the Hispanic MBA Association, the Leadership Forum and a host of other affinity organizations during the course of a search. Our firm recognizes that diversity includes more factors than race, sex, and age – we understand the breadth of diversity elements and the need for all of these elements to be respected and valued as vital to the health of organizations in today’s society.

Overall, we have a strong reputation for networking extensively to ensure a diverse pool of candidates is considered for each search engagement.