Search Flow Process

consulting

Work Flow Process:

Our Recruiting Executives serve as consultants throughout the hiring process. We recognize that every HR manager with whom we work is juggling several priorities, including interviewing. It is our responsibility to identify, qualify and deliver the best available candidates. Our objective is to facilitate and streamline the process.

Needs analysis

It is important that we fully understand the day-to-day job responsibilities of the person you will hire, including the nuts and bolts of the requirements. With that understanding, we can set about the task of identifying the candidates you should interview in order to make a hiring decision.

Targeting optimal candidates

You may provide a list of companies you would like us to target in our search for the best talent. This will also ensure we are on track and live you the opportunity to keep us from approaching a company you want to avoid. (You will also provide the list of companies to avoid.)

Contacting a comprehensive list of potential candidates

This phase includes presenting the opportunity in terms that will attract interest without overselling the job opportunity. Candidates should enter the interview process with modest optimism and realistic expectations. Managing the candidates’ expectations is a critical aspect of our due diligence.

Screen and interview the comprehensive list

During this phase the list becomes quickly condensed. We screen out candidates who do not meet the job requirements. The short list emerges as we step through the interview process. The importance of developing positive relationships with candidates is key to making them comfortable and at ease so that they can freely communicate their questions or concerns.

Short List presentation

Presenting a candidate to the client involves candidly communicating the candidate qualifications and areas that may require further clarification. We also assist in scheduling all interviews.

Consultation and debriefing

Confidential review of concerns or hesitations regarding a candidate will be discussed at this time, prior to the interview stage. After each round of interviews, debriefing techniques are used to uncover any lingering areas of concern that may exist with all parties, candidate and client.

Discussion and evaluation

Our evaluation results evolve from all the steps in this rigorous process, however this step is most critical. A heart to heart discussion portrays candidate strengths and weaknesses in order to conclude with the best hiring decision possible.

Testing an offer

It is always the client’s decision whom to hire, it is the recruiter’s responsibility to be sure the selected candidate actually gets hired. Having the recruiter test an offer on the candidate before it is officially extended is a proven value. It raises the likelihood that the
final, official offer (which should be extended by the client manager) will be accepted.

Negotiating

Negotiations can sometimes occur between managers and candidates, but we would recommend allowing us to us act as intermediaries during this phase. We are experienced at having the ability to remove the emotional aspect, and refocus on the hard facts of the negotiations. Having a third party involved as facilitator also allows each party to reflect before responding, without having to react immediately. An experienced recruiter can help both manager and candidate to glide through this difficult step.

Reference checking

Our professional staff can conduct reference checking quickly and efficiently. Information gathered is provided to our clients as quickly as possible.

Closure

Numerous factors can come into play at this juncture when it is time to determine a candidate’s preparedness to accept or reject a new position. We work closely with management to uncover and address issues that concern the candidate. The objective is to bring the candidate to the point where he/she makes the decision to accept the offer and all parties are satisfied with the end result.