Our Hiring Process

1. Develop a target search profile, identifying critical knowledge, skill, and experience requisites, as well as the key personality traits and personal style characteristics that would be most likely to contribute to a successful match.
2. Develop a recruiting plan – where are ideally suited candidates located? Where are they likely to be employed (and in what cities or states) and how do we identify and separate those who are successful and have a track record of achievement from the rest?
3. Check our existing database for leads or potential candidates to consider and tap into our extensive network of contacts, utilizing our broad knowledge of available information resources to begin the process of networking to identify and locate candidates who meet the target search profile.
4. Conduct an initial assessment of the prospective candidates surfaced to separate potential finalists from the window shoppers, tire kickers, and those who are under-qualified, unproven, or who do not demonstrate the combination of skills and experience which would suggest a high potential for success.
5. Conduct in-depth personal interviews with candidates to assess strengths, weaknesses, and personal style characteristics to determine overall potential “fit” for the position, narrowing the to only those whose skills and experience are consistent with the target search profile, and those candidates whose motivation and career goals are aligned with the opportunity.
6. Conduct background history and reference checks, including employer, peer, and subordinate reference checks, and utilize this information in our assessment of each candidate’s potential for success.
7. Present the client with a shortlist of the top candidates who represent the best overall "fit" for the company and the position, including an in-depth profile of each individual’s career history and goals, accomplishments and achievements, relevant experience and skills, a summary of our background and reference research work.
8. Work with client and candidates to arrange and prepare for interviews. Conduct follow-up with both parties to ensure resolution to any unanswered questions and provide consultation regarding concerns and potential issues.
9. Assist with preparation of an offer and compensation plan designed to induce the selected candidate to accept. Act as a mediator during the negotiation process, and coordinate the start date and assist with any necessary relocation arrangements.
10. Assist the candidate with his/her resignation, providing advice and support as needed to ensure a smooth resignation minimizing opportunity for acceptance of any counter-offers. Keep in contact during the transition period, providing advice and suggestion on the relocation process, contact with Realtors, Chambers of Commerce, relocation consultants (as may be provided by the client), moving companies, etc. to ensure a smooth transition. Provide advice and assistance with spousal placement as needed.
11. Follow up after the employee’s start date to ensure integration, and provide consulting and mediation services to both client and candidate on any issues that arise in the initial weeks. 

All of this to ensure that we provide you with the best person for the job!