DEFINED RECRUITING PROCESS - This is a complete description of our teamís recruiting process for a successful placement. This is designed to explain in detail what you should expect from our services and what we need from you in return to be successful in filling the positions. If you are unable to fulfill your part in this process as described, we need to discuss what you can commit to before we work on your requirements.
Needs Analysis: We will determine the specific needs of the company (client), and identify the requirements needed to perform the job, including; background, experience, and training. At this time at we will also determine the urgency to make this hire. A fee agreement that details the amount of the service charge and terms should be agreed upon before continuing on with the process. We will also schedule the time for the follow review of the job description.
Company Presentation: We need your help to determine how to present your company and the opportunity. How do we recruit the #1 candidate from your # 1 competitor? What can you offer a top candidate who is presently working and happy where he/she is? (This is not just a monetary answer.)
White Paper: We will develop a list of requirements based upon the information gathered. This document will be e-mailed or faxed to you for modifications, changes, additions, and corrections. The finished document, once approved, will be returned to us confirming that we are "on the same page".
Review of White Paper: The purpose of this call is to allow you to discuss any changes, revisions, or questions you may have regarding description of the position(s). This review should take place within 24 hours of when the Needs Analysis call takes place.
Research: We will conduct research to identify potential companies where this individual could be. You (client) need to inform us of any companies in which there may be a hands-off policy, and (in addition) any companies you specifically want us to recruit from.
Scheduled weekly call: This call is designed to keep you informed on the status of the search, and update any changes in the search parameters to stay abreast of the process.
Recruiting: We will actively call into targeted companies to locate individuals that have the described skills, duties, and responsibilities needed to fill this position. We will identify and contact between 50 to 100 potential candidates and narrow the field to 3 to 5 actual candidates. We will determine if they can do the job, and that they are willing and able to resign from their current job for the right opportunity.
Candidate Interviews: Each of the final candidates will be extensively interviewed to determine if they have the skills, experience, and abilities to meet the needs of the client. We will also determine if the personal goals of the candidate can be met through the clientís opportunity. We will probe for any potential problems that could prevent resignation and acceptance of a new position.
Present Candidates: We will present only the candidates that have made the "cut" based upon our extensive interviewing. These candidates will be qualified and ready to make a career change for a good opportunity.
Prep candidates for the interview: The final candidates will be given as much information about the client and the opportunity as the hiring authority dictates and is necessary for them to be interested in initiating the hiring process. This briefing gives us an additional opportunity to uncover the candidates "Hot Buttons" that could become important later.
Prep the Client for the Interview: This is an opportunity to share with you insight into the candidates specific background, personal objectives and "Hot Buttons". If you like the candidate, this will allow you to sell to their wants and needs. The candidates we send are not "Applicants", if you like the candidate you must sell him/her on why working for your company is a good career move for them. Keep in mind this candidate was recruited.
Debrief the Candidate after the Interview: We will uncover the candidate's interest level, opinions as to positives, negatives, and the reason for those opinions. Should you desire to hire the candidate we now can tell you what is necessary to make a successful hire.
Debrief the Client: We will relay to you the input attained from the candidateís debrief. We will check to see if there is a need to obtain additional information to make a hiring decision. Here is where we need to know Yes we want to hire or No we donít want to hire and Why. Additionally, if you need to know more information to hire the candidate we will note this and get this information.
In-depth Reference Checks: If desired, we will perform reference checks with previous employers, co-workers, and/or subordinates if appropriate. You may prefer to make some or all of your own reference checks. We are willing to work with you in a manner that makes you the most comfortable.
Cover Counter-offer: We will consult candidates about counter-offer. We will prepare them for the possibility of a counter-offer, we will help them understand the consequences of accepting a counter-offer, and aid them in handling such an event.
Make a Trial Offer: After we receive your verbal offer of employment for the candidate, we will make a trial offer to the candidate to assure that he/she is prepared to accept the official offer. By doing this in advance it will allow us to isolate any concerns and/or stumbling blocks to the acceptance of the offer. Upon answering the concerns, we will pre-close for acceptance.
Formal Offer: Once we have pre-closed the candidate on accepting your offer, then the formal written offer is presented to the candidate for his/her acceptance.
Follow-up: When the candidate is hired, we will follow-up with him/her through the start date and the first 90 days to make sure that he/she is satisfied. This helps fortify a long-term hire and can uncover and prevent any potential problems.