Our 8-Step Search Process
This search process has been refined over the years to make things as easy on our clients as possible. It is designed to efficiently identify and attract the most qualified candidates for the most demanding clients.
Step 1 – Define the Position
We spend a lot of time with our clients on the front-end of a search to ensure
our sights are set on the right target. We have in-depth discussions to make
sure we’re looking for people who have the right technical skills. In addition to
the hard skills, we also focus on soft skills and personality traits that will allow a
candidate to fit into the group dynamics and succeed at your organization.
Step 2 – Research
Upon acceptance of the search, we immediately begin identifying competing
firms and the employees within those companies who are currently doing the
job you are looking to fill. We use our extensive, proprietary database, as well
as, external resources to develop a thorough and highly customized search plan.
Step 3 – Candidate Recruitment
At this point, we utilize the customized search plan created during our research
to begin contacting the potential candidates who were identified. We skillfully
sell them on the opportunity with your organization…without over selling.
During the recruiting process, we typically identify 15–20 potential candidates.
Step 4 – Candidate Analysis
Potential candidates identified during the recruiting phase are then put through
exhaustive analysis and screening. We thoroughly interview, reference-check
and verify credentials of all potential candidates. We also examine motivations
for change and compensation to ensure all candidates fit the correct profile.
Step 5 – Candidate Recommendation
After thoroughly screening all potential candidates, we will recommend a short
list of candidates for your consideration. Typically, we only recommend 2-4
candidates. You are also presented with comprehensive resumes, references,
motivations for change, and detailed compensation history for the selected
candidates. All of the candidates will be capable of performing the work you
need done.
Step 6 – Candidate/Client Interview
We assist you with scheduling and coordination of every meeting. We also
provide post-interview debriefings offering insight into what the candidates
true thoughts are about the opportunity.
Step 7 – Candidate Selection & Offer
Upon completion of all interviews, we provide any additional information
needed to select the candidate who is the best suited for the position. We
then assist you with structuring and presenting an acceptable offer to the
selected candidate. We are very experienced in assisting with this very delicate
negotiation process.
Step 8 – Resignation & Follow Up
After successfully negotiating an acceptable offer with the selected candidate,
we then coach him/her through turning in notice with the current employer.
Candidates are also prepared on how to avoid a counter-offer and the real
reasons why employers offer them. We remain in contact with the hired
employee to ensure a smooth and proper transition.
Philosophy
When it comes to candidate recruitment, "Knowledge is Power." We believe in thoroughly interviewing potential candidates to uncover red-flags or objections early in the recruiting process to ensure candidate acceptance at the point of offer.
Personal
Over the past few years, I have really gotten into recreational endurance running. In a relatively short time, I’ve gone from barely being able to walk a mile to completing a 50K ultra-marathon trail race.