(Client=Employer; Candidate=Job applicant)
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EVALUATE THE CLIENT'S NEED
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What is the client’s goal? What contributions must the new employee make toward the goal?
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Explore the job responsibilities and candidate qualifications
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Evaluate the reasons this job will be attractive to potential employees
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Consult on salary level and attractiveness of position
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DEVELOP A RECRUITING PLAN. Elements can include:
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Our proprietary database of candidates
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Exposure on our Internet site
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Direct telephone contacts
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Representation at trade show or professional forum
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Develop lists of potential candidates
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RECRUIT from our proprietary database, from memory, from referral, from proprietary lists
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Enthusiastically present the career opportunity to candidates
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Reevaluate the project with the option of disengagement
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Qualify and evaluate candidates based on target profile and candidate’s ability to achieve company’s goals
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Present each candidate to client as soon as discovered
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Anticipate possible rejection issues with each candidate
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Explore counteroffer, relocation, non-compete contracts
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Arrange interviews for client company to meet candidates
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Present candidates resumes
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Provide a pre-interview evaluation of candidates
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Recommend the appropriate interviews
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Introduce the career opportunity to the preferred candidates
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Optional first interview conference call
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Arrange each in-person interview
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Debrief candidate and employer following each interview
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Determine consensus on candidate
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Move ahead with this candidate? Why?
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Interview other candidates? Why?
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Maintain or change the direction of the search? Why?
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Arrange subsequent interviews
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Debrief candidate and employer following each interview
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Determine consensus on the leading candidate
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Move ahead with this candidate? Why?
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Interview other candidates? Why?
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Provide candidate’s written approval for employer to contact references
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*Contact up to three of candidate’s professional references at client’s request; report verbally to client
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Assist employer with terms of offer
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Present offer to candidate
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Negotiate the differences
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Counsel the future employee on resigning from his current employer
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Confirm the commencement of employment
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Follow up with candidate and manager within 30 days
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* We strive to present a meaningful picture of the candidate through the eyes of his/her references. However, we are not responsible for the accuracy of the reference’s observations! Full-scope background checks are not included in our service.
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(Failure to perform one or more of these steps does not constitute breach of contract on our part)
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