Search Approach and Process
- Obtain a full search assignment, based on the needs of the Client Company.
- With client input, develop ideal candidate profile, providing the option of personality profiling of clients top employees. This composite personality profile may be used for screening candidates.
- Consult client on industry compensation standards and industry compensation profiles.
- Conduct research of marketplace to include client's direct and indirect competitors.
- Compile list of targeted companies and candidates.
- In-depth telephone interview with candidates to determine three things: Do they have the appropriate background? Are they willing to change jobs for the right opportunity? Determine if candidate's career goals will be satisfied by our client's opportunity.
- If desired, we conduct face-to-face interviews or video-conferencing for candidates.
- Present to client a "short list" of qualified candidates.
- Submit resumes to client and discuss results of in-depth candidate interviews.
- Arrange first face - to - face or video - teleconference interviews with client.
- Prepare candidates for interview including company's or hiring authority's hot buttons.
- Prepare client for first interview including candidate's hot buttons.
- Debrief the client and candidate immediately after the first interview.
- Schedule second interview.
- Prepare client and candidate for second interview, address concerns.
- Debrief the client and candidate immediately after the second interview.
- Conduct reference checks if required by client.
- Closing and negotiating the offer with both the client and the candidate.
- Confirm offer acceptance and start date.
- Coordinate candidate relocation if needed.
- Prep and assist candidate with resignation from former employer.
- Confirm that candidate has started.
- Call candidate and hiring authority the first week of employment to make sure initial expectations are being met.
- Stay in touch periodically with candidate and client to assess results.