| 1. Define
Client Needs |
|
| Before
beginning a search, we obtain a complete search assignment
outlining the duties and responsibilities of the position,
the qualifications of the ideal candidate, the candidate
start date, and the unique culture of the organization.
We can offer counseling to you on industry compensation
standards and competitors' compensation profiles.
We will also describe to you the types
of searches, retained, contingency and contract,
to determine which package fits your particular
needs. |
|
2.
Interviews
and Assessments |
| We
personally conduct in-depth interviews with
candidates to ascertain if they have the appropriate
background, willingness to change
careers, and to determine
if there is a proper fit with your organization's culture. |
|
3.
Evaluation
of Candidates |
| From
among the candidates interviewed, we then select those
few best qualified |
|
4. Presentation
of Candidates |
| We
then present a short list of qualified candidates to you
highlighting their accomplishments, work history, educational
background, and personality fit within your organization. |
|
|
5.
Client
Interview |
| We
then arrange telephone and face-to-face interviews between
you and the candidates. |
|
6. Follow-up
with the Client and Candidates |
Once
you make a selection as to the appropriate candidate for
your organization, we can then conduct in-depth reference
checks with professional and personal references to obtain
additional information on the candidate's qualifications,
if you choose.
As a third party with considerable
experience in negotiations, we present the verbal offer
to the candidate to assure acceptance and bring about
final agreement to the terms of the offer before a formal
offer package is sent to the candidate. |
|
7. Selection
and Negotiation |
Once
you make a selection as to the appropriate candidate for
your organization, we can then conduct in-depth reference
checks with professional and personal references to obtain
additional information on the candidate's qualifications,
if you choose.
As a third party with considerable
experience in negotiations, we present the verbal offer
to the candidate to assure acceptance and bring about
final agreement to the terms of the offer before a formal
offer package is sent to the candidate. |
|
8.
Resignation
and Counteroffer |
|
| Resigning
from a current position can be a stressful experience
for a candidate, filled with pressure from a supervisor
to reconsider the resignation and usually a counteroffer.
We educate the candidate on the pitfalls of a counteroffer
and help the candidate prepare a letter of resignation. |
|
9. Follow-up |
| As
the search assignment concludes, our involvement continues.
We follow-up with you to ensure that the new employee
is performing well and that you continue to be satisfied
with the results of our work. |
|
|
