We develop and define requirements for the search
We will meet with you to take an in-depth Discovery Profile. This will cover position requirements, urgency, roles & responsibilities, attributes, skill-sets, accountabilities, benefits and compensation. We will define what an “A” player means to your organization and ask key questions to fully understand the company mission, culture, organizational structure, key initiatives, etc. This type of detail ensures that we find the very best players in the market quickly and efficiently. We will interview key stakeholders, develop Position Specifications and Search Schedule for your review and approval. This step ensures an inclusive process and a transfer of knowledge to promote a qualified, diverse candidate pool.
We brief our team and create a search strategy
Each member of the search team is oriented to the agreed upon objectives of the project and the information gathered in the Discovery Profile. We create a comprehensive search plan that includes:
- Compose a job description based on the information you have provided us regarding the position.
- Identifying compatible organizations that would have the type of talent you require and create a Target List of those organizations to source from.
- Compile a targeted list of other sources most likely to identify appropriate candidates.
These sources may include networking with industry contacts, executive level contacts, our database, internet research, sourcing and name gathering calls.
- Develop a Recruiting Presentation that establishes an accurate employer brand, while representing your organizations and key characteristics about the opportunity. This presentation will be sure to address the elements that are most important to you about the position and is designed to attract the “right fit” candidates.
We identify potential candidates
The search team takes your message to market, contacting targeted candidates on our source list. To execute this stage, we use a combination of tools including our own and industry specific database, social media, and other available technologies and venues. We reach out to those contacts utilizing extensive telephone calling efforts, email campaigns, and advertising.
We interview and qualify candidates
We will assess each candidate’s credentials, motivations, career objectives, and achievements based upon the requirements you provided at the initial phase. To fully vet each candidate, we will interview them thoroughly, during which time we will qualify the candidate’s compensation, skills, accomplishments, etc., before presenting them to you.
We present a list of candidates
Based on the agreed upon search schedule, we will present you with a group of potential candidates summarizing the important information about them.
We manage the client/candidate interviews
We will assist with the coordination of the interview process, including pre- and post-interview briefings with both the candidate and key decision-makers. It is important that you always provide us with open and honest feedback, as we continue to work hard to bring you the candidate you want for the position.
We help you select the final candidates
We will consult with you to narrow down the candidates into a “short list”. We will constantly be addressing any issues that may arise throughout the process that could create a roadblock.
We check references
We will conduct in-depth professional references and obtain verification of any pertinent education and/or licenses listed on the resume and required for the position. We consult with numerous contacts at the appropriate phase in the process.
We conduct pre-offer “Pre-close” Summary
We will reconfirm compensation requirements, address counteroffer and start date availability with the candidate. We will also confirm the candidate’s commitment to the opportunity to ensure that if the offer is extended and correct, that it will be accepted.
We present the offer to the candidate
Initially, we will present all the components of the offer on an informal basis, including compensation, benefits, title, reporting structure and start date. When the candidate has verbally indicated their willingness to accept the offer, we will advise you to formalize the offer in writing.
We facilitate any negotiation
We assist to secure the final agreement of terms.
We get a formal acceptance of the offer
We will obtain a signed offer letter. We will then help manage the candidate’s resignation process, including written and verbal notice, counteroffer avoidance, etc. Additionally, we will work with both you and the candidate if any relocation assistance is needed.
We follow up with your new hire
We track the progress of the candidate’s resignation through their first day of employment with you.
We continue to follow up with both you and the new hire
We will contact the candidate and you on the candidate’s first day, two weeks after the start date, and 30 days after the start date to ensure successful integration into the new environment and to address any concerns. We stay in contact on an agreed upon schedule for the first year, and thereafter on an as needed and on-call basis.
We help resolve issues if necessary
If there is an issue, the three of us (you, the candidate and us) will work to resolve that issue together.