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Since every client has different needs, every assignment is unique.......what remains constant are the high standards that we apply when conducting a search.
We conduct all assignments as discreetly and confidentially as possible, guaranteeing total confidentiality for both clients and candidates alike. |
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1. INTRODUCTORY CONSULTATION
Client describes their organization, structure, specific objectives and corporate goals.
Client outlines the position specifications, scope, responsibilities, reporting relationships, compensation package, required criteria and profile of the candidate. We in turn, contribute our knowledge and advice, and help the client to refine objectives. |
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2. POSITION SPECIFICATION AND ACTION PLAN
After carefully assessing the clients needs, we put together a position description that outlines responsibilities and qualifications of candidate to guide our search efforts.
An action plan is developed to initiate the search. Identification of target sources, industry network and our candidate database is researched.
Mutually agreed upon dates for accomplishing major steps of the search are set. |
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3. IDENTIFICATION OF CANDIDATE
Resources are drawn upon and potential candidates are identified and contacted to confidentially discuss the opportunity.
Qualified and interested candidates are evaluated, screened and interviewed by our staff to determine experience, criteria requirements, cultural fit and suitability with client organization.
Only the most qualified candidates are then referred to the client for consideration. |
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4. SELECTION AND INTERVIEW OF CANDIDATE
Thorough feedback is obtained from the client on interest in each candidate referred.
Client/Candidate interviews with top prospects are scheduled by our staff, ensuring that the client is fully briefed about each candidate and that each candidate is completely aware of the demands of the position.
Feedback from both client and candidate is considered after each interview and respective reactions and expectations are discussed with both parties. |
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5. VERIFICATION OF REFERENCES
Extensive confidential reference and background checks are conducted on the candidates that are being considered for final interviews.
Former employers, associates, peers, franchisees and network sources are contacted and inquiries are made to determine the candidates effectiveness, management abilities, relevant skills and integrity.
The collective comments made by these references and sources are then reviewed with the client to determine the overall best candidate for the position. |
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6. NEGOTIATION AND ACCEPTANCE
Our knowledge of the market and our intermediary status are invaluable to the client in the negotiation stage as we assist in the contract formation, relocation arrangement and the compensation package to meet with both parties expectations and demands. |
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7. FOLLOW UP
To make the transition as smooth as possible after the offer is accepted, we continue to act as a liaison between the two parties to resolve any outstanding issues.
We establish an ongoing relationship with the client to ensure that all objectives are met.
We provide a quarantee, that if the candidate placed leaves employ of the client for any reason whatsoever within the initial year, we will replace him/her at no additional cost. |
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