MRC's Mining Executive Search Process

• MRC views its clients as partners. This is why we seek continuous input from our client and keep you informed throughout each stage of an aggressive search process.

• Clear, straightforward communication is the hallmark of our approach to executive search.

• MRC's consultative approach to search is carefully designed to meet our client's specific needs. We closely coordinate each phase of the search with you and adapt it as necessary throughout the duration of the consulting assignment.

Organization Assessment and Strategic Consultation

• A search assignment begins with a thorough assessment of our clients structure, strategic goals, culture and leadership needs. We will meet with and interview the key members of your management team to determine the best search strategy. This meeting helps to cement the strategic partnership that is essential to a successful search.

• We will advise these key team members of any internal or external barriers to the search process and recommend strategies to overcome them.

• We will partner with our client to prepare a position profile that will include detailed candidate specifications, goals and objectives to be achieved by the new executive.

Identification of Candidates

• We will plan, with our client, a comprehensive search process that targets a variety of professional Mining sources and venues and colleagues as well as candidates and contacts identified from our firm's database (one of the largest Mining databases in the world).

• Most importantly, our consultants rely on Mining and HR industry contacts (developed over more than 25 years) regionally, nationally and internationally to ensure a successful search. While some potential candidates may be actively seeking employment, most are currently employed in executive level positions. Our goal is to identify candidates whose leadership style and accomplishments most closely match our client's needs.

• We will evaluate any other candidates - including internal candidates - you may refer to us. Should you receive resumes from individuals who are interested in the position, please direct them to our office. We will acknowledge these applicants on your behalf and assess each individual's level of interest and potential, along with the candidates we identify as part of our search proccess.

Candidate Evaluation

• We conduct in-depth evaluation interviews with each screened candidate to assess the potential for success within your organization, as well as a serious interest in the position. We evaluate internal candidates using the same process as external candidates.

• We seek out and speak with individuals who can provide professional and/or personal references on each candidate including, where appropriate, current and former employers to determine management style, skills, strengths and accomplishments. We are particularly interested in references from supervisors and peers on how well the candidate might fit within your organization and culture.

Presentation of Candidates

• Benchmarking of candidates -
  
  
• We recognize the critical need for dialogue and communication throughout the search process…
  
  
• To insure that we are accurately targeting the right candidates for the desired position…we attempt to provide a small select group of potential candidates very early in the search process for benchmarking purposes…
  


• We have found, over our many years of executive search experience that this relatively prompt submittal of candidates allows for a more realistic and concrete definition of the position and the skill sets required to satisfy the role in question.
  
  
• Once we have evaluated the most qualified candidates, we will schedule a meeting (personally or via teleconference) with our client to review each candidate in more detail. Once we have collectively determined the candidates to be interviewed, we will perform additional reference checks.

Client Interviews with Candidates

• We will be available to assist our client organization to prepare for and conduct interviews with the identified group of candidates. We will prepare, and when possible logistically try to cluster, an interviewing schedule for you and be present for the debriefing of the candidates and your key management team post interview(s). We believe our immediate feedback on interviews will be helpful as you constructively determine the most suitable candidate(s) for your role.
  
  
• Negotiation/Onboarding/Coaching Assistance - Once our client decides to extend an offer, we are available to assist in preparing and negotiating an executive compensation package. Additionally, we believe our experience can be particularly useful in your efforts to properly onboard your new executive.

Verification of Credentials

• We will utilize a third party (upon request) to objectively verify all candidates' academic degrees, professional licenses and certifications.

Onboarding your new Executive

• In order to maximize your return on investment in the newly hired executive we do provide onboarding and executive coaching as an additional service for our clients. This will help to ensure an efficient and effective transition and integration of the executive into our client organization.

Completion of Assignment

• We are committed to stayimg in close contact with our client and your new hire for at least a full year - and desire to stay closely connected for many years - to ensure a smooth transition and a successful long-term match between the new executive and your organization.
  
  
• If MRC's referred candidate leaves within 6 months, we will conduct a search for a replacement at no charge to our client (excluding expenses).