Recruiting Process
Develop and Market the client company's assignment - Each search starts with the goal that the person hired has to help the hiring Manager / Executive achieve the goals he or she is charged with
- Interview hiring manager for information on position and company plans, challenges
- Offer consultation on salary level and attractiveness of position
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Develop a marketing plan. Elements can include:
- Utilize our private company Internet site
- Direct mail or e-mail campaign
- Direct Recruiting and networking known contacts
- Use of our international network of 1100 professional recruiting offices
- Wall Street Journal Ads on Executive Positions
Develop lists of potential candidates
- By competitors
- By qualifications/experience
- By job function/title
- By geographic region
- By past achievements
Recruit from lists, from our database, and from networking experience (Over 2 decades)
Enthusiastically present the career opportunity
Apprise the hiring manager of our progress weekly
- Qualify and evaluate candidates
- Anticipate possible problems
- Counteroffer, relocation, non-compete contracts
Arrange interviews for hiring manager to meet candidates
- Establish a list of prearranged interview and hire dates
- Present candidates along with a explanation of why they are qualified
- Recommend the appropriate interviews
- Arrange each interview
- Prepare candidate with a full debriefing of what you are looking for and your expectations of the job
- Brief hiring manager on what to anticipate with each candidate
Get decisions that meet your deadlines
- Debrief candidate and employer of next steps and hire probability
- If relocation is required, introduce candidate to our relocation services
- Arrange subsequent interviews
- Assist employer as well as candidate with terms of offer
Transition
- Counsel the future employee on resigning from his current employer
- Confirm the start date of employment and assist in transition
- Follow up with candidate and manager within 30, 60, 90 days