The Search Process:
Initiate conversation to determine current and future staffing requirement.
Gain an in-depth understanding of responsibilities, accountabilities,
interface relationships and markets for each position. Develop a
profile of the ideal candidate in terms of experience, education
and behavioral dimensions. Compile information, which will facilitate
attracting such candidates including company history and philosophies,
office environment, compensation, benefits and all other potential
Using available resources, develop a marketing strategy to identify
and motivate high probability candidates
Contact high-probability candidates with a prepared presentation
of the opportunity. Evaluate each candidate’s suitability
for the opportunity based on industry experience, education, references,
professional goals, motivation levels and personality.
Develop and deliver a detailed presentation to the client of each
suitable candidate’s professional and personal background.
Upon client’s selection of candidates, arrange interview including
date, time and location. After each meeting, initiate conversation
with each party to determine their level of interest and provide
additional information as necessary.
Upon indication of intent to extend an offer, consult with the client
to determine the best acquisition strategy. Assist in formulating
an appropriate offer, which maximizes the probability of acceptance.
Monitor the candidate’s offer-acceptance and resignation process
to ensure a smooth transition.
Maintain periodic contact with both the professional and the client
to insure mutual satisfaction.
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