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Our Retained Search Process
Step 1: Needs Analysis — Gain Understanding of Hiring Objectives
- Get a feel for the client's business, industry and culture
- Determine all of the decision makers involved
- Develop a profile on the position's specifications, responsibilities and compensation plan
- Identify the type of candidate seeking to be hired
Step 2: Establish Timelines
- Target list of source companies
- Complete name generation of potential candidates
- Present qualified candidates for recommendation
- Execute first round of interviews
- Perform final interviews
- Deliver offer
- Secure start date
- Determine follow-up to assure onboarding is going as planned
Step 3: Develop a Recruiting Plan & Search Execution Strategy
- Produce a target list of source companies where qualified candidates are currently working (receive sign-off from client to make sure everyone is on the same page)
- Generate a list of professionals who can serve as a referral source (vendors, bankers, attorneys, CPA's, consultants, etc.) that have relationships with the sought after candidate
- Conduct thorough research (by telephone, internet and networking from existing database) to determine who the players are from the source companies to compose a list of potential Recruits
Step 4: Contact, Recruit & Screen Prospective Candidates
- Make initial contact by telephone to evaluate candidate qualifications
- Educate candidates of interest on the client company, position, location and industry (if necessary)
- Screen out less desirable candidates in order to get a short list
- Prepare formal assessments for clients review
- Client selects candidates to be interviewed with guidance from the Recruiter
Step 5: Interviews
- Coordinate initial interviews with client
- Follow-up and debrief client and candidate to facilitate the next course of action
- Complete reference checks
- Choose finalists and wrap up interviews
- Share feedback with each party involved
Step 6: Put The Deal Together
- Confirm that the candidate wants to take the position
- Negotiate compensation plan
- Prepare the candidate for giving notice in a way to defend against a counter-offer from being made
- Establish start date
- Stay in close contact with both client and candidate as this is a time where making a change can cause second guessing
Step 7: Conclude Search & Follow Up
- Establish a successful onboarding plan
- Follow up with client to ensure the candidate was what they expected
- Follow up with candidate to see if they are happy they made the transition
- Provide appropriate feedback to client and candidate
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