The hiring process begins when a client company retains us to fill a position. Our first step is to develop a complete Search Profile, a copy of which is ultimately sent to our candidates. Our next step is to develop a list of people who we believe are or could be both qualified and possibly interested in our client’s opportunity. This requires that we talk to a number of people to determine if they have the qualifications we are seeking; if this is a good time in their career to explore an opportunity; if there is the potential for a good "cultural" fit with our client; and whether or not this particular opening will represent a career enhancing opportunity.

     The term "career enhancing" can mean different things to different people – sometimes it means increased income, sometimes it’s a move to be closer to family, sometimes it’s because people feel their career is dead ended, etc. Therefore, we will spend a considerable amount of time with you to determine what your critical motivators are and if the potential for a good fit with one of our current assignments exists. We will ask you to forward your resume to us, or we will help you to develop one if necessary. If we determine that your interests and qualifications meet a current assignment, we will schedule an in-depth interview with you from which an overview will be prepared which will accompany your resume. We do this because resumes tend to be generic while our overview specifically pinpoints your qualifications to the position at hand. This begins the interaction between our candidates, our client company and ourselves.

     Typically, our client companies expect us to present two to three finalists for each position they retain us to fill. Because we work both nationally and internationally, first interviews often take place by phone. This initial interview is soon followed up by a face-to-face meeting with the "hiring manager." If this meeting is successful, the process continues.

     Prior to your first interview, we will ask you to read "Preparing for the Interview – Understanding and Managing the Process", which we will provide to you. Immediately after each interview, while it’s fresh in your mind, we will ask you to call us with your feedback. Likewise, we will be speaking with the interviewer and getting his or her feedback. We will share this information with both you and the interviewer. It is essential that we speak with you first, as we do not want to encourage our client to go forward if we do not have an interested candidate.

     During the interview process we will coordinate all travel and accommodations and will provide you with background information about the people you will meet. We will discuss your financial expectations and present them to our client at the appropriate time. We will also present the offer from our client to you. If negotiation becomes necessary, we will act as the intermediary. This preserves a positive relationship and prevents any uneasy feelings between you and the person you will report to if you accept the position.

     We will conduct reference checks after or immediately before your final interview. We will ask you to furnish us with the names of past employers to whom you have reported, trusted co-workers and/or customers. We will ask you to call these people in advance to tell them who we are, why we are calling, and ask their permission for us to engage them in a confidential conversation.

     We view career management as an ongoing process. Therefore, whether an offer is extended and accepted or not, our relationship does not end. The right opportunity may not be with the first company with whom you interview.

     When you accept an offer and start in your new company, we will still keep in touch. We can act as a sounding board for you. We will also call from time to time to ask you for referrals with reference to another search we may be conducting. Networking is the lifeblood of our business. We appreciate your referrals of people you know and respect, as well as your letting people in your new company know about us when they have a need to hire someone.

     In that we consider you part of our professional family, we’d like to hear from you to learn about your progress. If you are a manager, we will especially look forward to the opportunity of helping you to fill positions with people who will report to you.

     As a result of downsizing to drop more profit to the bottom line, mergers and acquisitions and the "lean and mean" corporate mentality of the last decade, most people have come to realize that the "employment contract" has changed. At one time, employers were expected to provide long-term employment and an opportunity for growth and employees were expected to provide loyalty. Things have changed. People today have come to understand that managing their career is their responsibility. They can no longer depend on their company to assure their ongoing employment and security.

     Companies react to a resignation in different ways. If the company you are joining is a competitor or if your present company’s culture is paternal, as is the case in many privately held companies, the reaction to your leaving may be hostility followed by dismissal.

     In today’s business climate, however, you should expect to get a counter offer. As a matter of fact, you should be disappointed if you don’t get one. It is often difficult to resist a counteroffer. This is especially true if you are making a move to enhance your career, rather than to move away from an undesirable situation. It’s not unusual to feel a little guilty and concerned about leaving your "friends". If you have been with your company for a period of time it can feel like going through a divorce.

     Companies know this and will take advantage of it. It is often cheaper to make a counteroffer than hire and train someone new, especially when it may well cost the company more money to hire an experienced new person than it would to give you an unplanned raise and keep you. After all, you are a known entity.

Counter offers can come in forms other than money

     Most of our candidates are "not looking" when we contact them. They are usually employed and reasonably happy. But they are also astute enough to keep an ear open for a better opportunity. Therefore, after an offer is made and accepted, you will most likely have to resign from your present position. (We will provide a sample letter of resignation that you can either use verbatim, or as a catalyst to compose a letter in your own words.) We also strongly recommend the following:

     From start to finish, the hiring process generally takes about 6-10 weeks. This includes our recruiting time; the clients interview time, behavioral profiles (if they are used), the offer and acceptance stage, a physical, and resignation with 2 weeks notice for you. Should your present company decline your offer of two weeks, we can usually move your "start-date" forward.