We look to gather information on the short-term (6 months to 1 year) and the long-term (1 to 3 years) objectives of the role. To do so, we utilize SMARTe techniques. 

Specific task or Situation: describe the actual task(s) required to meet the objective and/or a specific situation hat needs to be fixed.
Measurable: quantify the indicator of progress and the measurable outcome, including data (facts, figures, dates, percentages).

Action(s) required: define the challenges the role faces, details and the role and decisions expected; identify similar initiatives and challenges that the ideal candidate undertook – how he/she overcame challenges, organized activities, and how the solution was planned, tracked, executed, and the specific results.

Results achieved: define the deliverables and describe how the ideal candidate met the objectives in terms of the overall outcome, or final product/service; the overall quality compared to some important benchmark, and what the person could have done better.

Timeframe to accomplish the task(s)\, how he/she organized the team; when the project took place and how long it took to complete. We then compare this to your plan and how the person ensured the plan was achieved. Describe the makeup of the team he/she may manage; how the person built and managed the team, and how the person influenced the most dominant people on the team.

Environment: NextGen Global Executive Search uses the McQuaig psychometrics analysis system to define either the team culture the role will work with OR the senior executive management team (depending on the role title and daily/weekly interfaces), the resource restraints and support systems; the quality of the working relationships with others on the team, especially with the person’s immediate superior; and how the person dealt with changing circumstances.