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Ongoing communication with candidates typically consists of up to three personal phone calls per candidate, 4-6 email exchanges, a weekly distribution of relevant news articles, and 4-6 formal updates on the process by the time the conclusion is reached. The content of these communications is often responding to routine questions from the candidates or asking the candidates questions about items that may show up in the media about them or issues we pick up in the grapevine about them. In addition, SGR subscribes to clipping services and provides regular news updates to all candidates on current issues related to your community so that the candidates are developing a deeper understanding of your circumstances and needs even as they go through the recruitment phase. One of the reasons SGR consistently delivers a far superior candidate pool than any of our competitors for similar positions is the extensive communication we provide to our candidates during a search process. Step 3: Initial Screening and Review This stage of the executive search involves managing the flow of resumes, screening and evaluating resumes, and ongoing personal interaction with prospective candidates. Once the bulk of resumes have been received, SGR will meet with the client to present a comprehensive progress report. Management of Resumes Handling the flow of resumes is an ongoing and significant process. On the front end, it involves tracking resumes and promptly acknowledging their receipt. It also involves timely and personal responses to any questions or inquiries. SGR uses a triage process to identify high probability, medium probability, and low probability candidates. At this stage in the search, the triage process is focused on qualifications and known issues with individual candidates. This sifting process assesses how well candidates' applications fulfill the recruitment criteria outlined in the position profile. Technical Scoring of Resumes In contrast with the initial triage process described above, which focuses on subjective assessment of the resumes and how the candidates present themselves, this step involves very detailed analysis and scoring of the resumes of the high and medium probability candidates in comparison to the recruitment criteria outlined in the position profile. Search Committee Briefing Two At this briefing, SGR will provide a comprehensive progress report and will facilitate the selection of about 20 quarterfinalists. The presentation will include summary information on the process so far, the candidate pool overall, and any trends or issues that have arisen, as well as a briefing on each candidate and their credentials. No other firm offers this level of reporting detail and transparency. 24