Recruiting Process

Recruiting Process

Define the client company’s need:

  • Consult with hiring manager about job requirements, company information and selling points for the position and company. Offer consultation on salary level and attractiveness of position, then develop a recruiting plan.

Create recruiting plan that could include:

  • Marketing via our website and other membership-only sites as appropriate.
  • Direct contact with potential candidates and industry sources.
  • Use of our research team to uncover more candidates, including passive candidates.
  • Use of our international network of professional recruiting firms.

Develop lists of potential candidates:

  • By abilities and experience.
  • By job function and title.
  • By geographic region.

Contact and actively recruit candidates identified as potential matches:

  • Enthusiastically present the career opportunity.
  • Keep the hiring manager apprised of our progress.
  • Qualify and evaluate candidates.
  • Anticipate possible problems – counteroffer, relocation, non-compete contracts.

Arrange interviews for client company to meet candidates:

  • Present summary of each candidate verbally and electronically, with confidential resume.
  • Recommend appropriate interviews.
  • Arrange each interview.
  • Prepare candidate.
  • Brief hiring manager.

Get decisions that lead to placements:

  • Debrief candidate and employer.
  • Should we move ahead with this candidate? Why?
  • Should we interview other candidates? Why?
  • Should we maintain or change the direction of the search? Why?

If the client feels this candidate is the right fit:

  • Arrange subsequent interviews.
  • If relocation is required, introduce candidate to our relocation services.
  • Perform reference and/or background checks if required by the client.
  • Assist employer with assembling an offer that is likely to be well received.
  • Present offer to candidate.
  • Negotiate the differences, if any.

Congratulate!

  • Counsel the future employee on resigning from his current employer.
  • Confirm start date.
  • Follow up with candidate and manager for first 30 days and beyond.

(Failure to perform one or more of these steps does not constitute breach of contract on our part)

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