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Planning:
Following
discussions with company hiring authorities to define the exact requirements,
both technical and personal, a comprehensive candidate profile and
position profile are developed. These specifications form the basis
of the search strategy and serve as the frame of reference for the
evaluation of candidates.
The Search:
Management
Recruiters excels in locating exceptional candidates because we design
a specific, targeted recruiting program for each project.
I.
Research:
A thorough
research effort is conducted using client competitor information,
personal industry sources and confidential referrals to uncover potential
candidates. We have extensive research resources and use them effectively.
II.
Candidate Contact:
Once potential candidates are identified, recruiting
contact is made on a personal, direct and highly confidential basis.
This phase is possibly the most critical time of the search. There
are two aspects to the phase. One, we now become the spokesman for
the client and must represent the client in the professional manner
in which you would represent yourself. We present the company objectives,
as well as the position opportunities, responsibilities, and potentials.
Two, we are simultaneously examining the candidates' basic qualifications
against the comprehensive profile developed during the planning stage.
Once a strong mutual interest is determined between the client and
a candidate, further evaluation and the presentation phase will follow.
III. Presentation to the
Client:
Once evaluated, the candidates are presented for
your consideration. We then assist you in scheduling and monitoring
the interview process with your management team.
IV. The Hire:
While you are the lone decision maker regarding
the most suitable candidate, we can help you during this critical
phase. Our reference checks with superiors, associates and subordinates
can provide you with helpful information in making your decision.
We also play a vital role in assisting the candidate through the emotional
process of resigning his or her current position and let them know
what to expect, e.g. a counteroffer. This ensures the successful transition
into a new and lasting relationship between the candidate and the
client.
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