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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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
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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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- 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 qualities that the board said they needed. You are looking for a great fit for the future of your co-op.
- Focus on the competencies needed and phone screen applicants.
- 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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- 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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