The Search Process

Our recruiters break down the search process into four parts:

1.  THE SEARCH ASSIGNMENT

  • Acquire a complete job description including specifics on the purpose and desired solutions for what each new hire is expected to bring to our client.
  • Obtain a complete profile of the ideal candidate including background, experience, performance indicators, and cultural fit including intangibles such as personality profiling of the client’s top performing employees.
  • Consult with clients on industry compensation standards and options.
  • Conduct research of marketplace to include client’s direct and indirect competitors.
  • Determine additional companies that employ candidates with desirable skill sets.

2.   RECRUITING

  • Compile list of targeted companies and candidates.
  • Identify “hands off” list, if applicable, and/or target candidates.
  • Discuss with candidates to ascertain the following:
    • Do they have the appropriate background/cultural fit?
    • Are they willing to change jobs for the right opportunity?
    • Will their career goals be satisfied by clients?
  • Present short list of qualified candidates to client with supporting documentation.

3.  INTERVIEWING

  • Formally present candidates to client, and discuss results of in-depth candidate interviews.
  • Arrange first face-to-face interviews with clients.
  • Prepare candidates for first interviews with client.
  • Debrief candidate AND client for fit and interest.
  • Professionally release any candidate the client does not wish to pursue.
  • Consult with both candidates and clients on competing candidates and opportunities.
  • Arrange second interviews, and discuss concerns as well as provide candidate references.

4.  THE OFFER

  • Verify earnings, and negotiate package to be offered to ensure satisfaction of both parties.
  • If desired, provide educational verification, credit history, motor vehicle records, etc. (additional fees may be incurred, based on standard rates)
  • Transmit verbal offer to candidate, and relay formal acceptance of offer to client.
  • Ensure all HR documentation and processes are completed.
  • Consult with candidate addressing resignation and counter-offer.
  • Confirm start date, receipt of formal written offer and written acceptance.
  • Remain in contact with candidate and client through start date and initial phases of employment.
  • Verify with client that project was successfully completed and satisfaction with our services.