We move in a logical sequence. Based on the specific requirement, some steps can be performed simultaneously. At each step, the Client Company can expect the materials indicated.
We confer with the primary client contact to develop the position-specific skill set, preferred experience and position functions. We also meet members of the client “interview team” to capture the intangible elements and to set expectations.
We build a job description based on function, corporate culture and critical elements desired.
We identify and target likely areas to locate an individual. These may include competitors, similar environments and vendors.
We begin the active phase of the search and contact the targets and referrals to locate appropriate individuals. We interview the most promising people.
We review the results with the Client Company to analyze industry trends, talent pool and best candidates interviewed.
We arrange client company interviews with the approved candidates. Candidates move forward in process to second and third interviews.
We talk with people who are working or have worked with the finalist to ascertain skills and successes from a third party.
We help the client prepare an offer that will be accepted on the spot. We clear away issues and suggest timing for immediate acceptance.
We talk the candidate through the resignation period. We set expectations for the resignation meeting and coach the candidate on writing the resignation letter.
Our search process offers the client company significant advantages over other methods of attracting talented people. As experienced professionals, we represent our clients in the most consistent and dignified manner from the initial contact to the final offer and acceptance.
Here’s a sampling of our clients.
