Our Recruiting Ideologies
Step 1: Getting Aquainted
This may be a face-to-face or an extensive phone interview with the employer to determine:
- Your company’s current and future project needs
- Its vision and style
- Critical competencies and skills required for both short and long term projects
Step 2: Selling Your Vision
Once competencies for candidates have been agreed upon, we present your company’s vision and value proposition to perspective candidates.
Candidates can then determine how they fit into that vision in order to apply for open positions.
Step 3: The Search
Once a pool of candidates fitting your search criteria has been obtained, the interview process begins. This consists of 30-50 in-depth phone interviews that narrow the list to candidates with the highest probability of being a fit for the position.
When completed, a list of the 8 best candidates will be given a 2nd interview to explore any areas of concern noted in the 1st interview.
Step 4: Choosing Top Candidates
You receive a report outlining candidates we recommend based on criteria established by you that we determine to be a match as well as reference check information we have obtained on each candidate.
You are then presented with the top 3 candidates to interview. These candidates should exceed your expectations making the final interview easy for you.
Step 5: Final Interviews
The candidates you actually meet will be knowledgeable about your vision, company culture, management style, and details of job specifications. Your challenge is to choose the best of 3 excellent choices!
Step 6: Making the Match
Once you complete the candidate interview we will discuss your assessment of the candidate and decide the next step. This step can be handled in the following ways:
- We can offer the position to the candidate and negotiate final salary, OR
- You can handle the final offer and negotiation of salary
The choice is YOURS!
Step 7: Closing the Deal
We stay in contact with the chosen candidate after the deal is struck, guiding them through the transition period of possible counter offers from the current employer and helping them maintain confidence about the transition to avoid buyer’s remorse.
Step 8: Follow Up
Once the candidate begins working with you, we maintain contact with you and your new associate to assure a successful on-board process and smooth assimilation into their new role with your company.