|
|
|
|
|
|
|
|
Consider how much time and money companies spend to project a positive image of themselves in their marketplace. Consider also the fact that including salary, ramp-up costs, missed opportunity costs, morale issues and severance pay, a wrong hire can cost a company 10 to 20 times the salary every year that wrong hire is in the company's employ! Now, aren't you amazed at how little some companies are willing to invest in really determining what they want to accomplish with a hire, or how to attract the people who can most successfully represent them in their marketplace-before they start interviewing?
We were certainly amazed! That is why we take the time to work with our clients to create a 4 to 6 page sophisticated Search Profile that describes the position to be filled in detail, covering everything a candidate needs and wants to know about your opportunity and what you need in a candidate to accomplish your objectives through this hire.
In addition we explore and learn what the candidate's motivators are and present those to you along with a complete overview that links the candidates background directly to the position you want to fill. Now when our clients and our candidates decide to move forward, they both do so with a complete understanding of what each wants to accomplish, how they will be measured against expectations and what success in this position really looks like.
|
|
|
|
|
|
|
|
|
| top
|
|
Our Executive Search and Selection Process
Obtain complete search assignment information, timing, and profile of the ideal candidate.
Conduct research, developing a list of target companies.
Call into the marketplace.
Identify and qualify candidates.
Conduct telephone interview with all candidates.
Approach candidates to ascertain two things: Do they have the right experience? Are they willing to move for the right opportunity?
Draw up a short list of candidates.
Present the candidates to our client for discussion.
Arrange initial interviews.
Prepare candidates for initial interview.
Prepare our client for initial interview.
Debrief candidates.
Debrief our client.
Arrange second interviews.
Prepare and debrief candidates and our client.
Check candidate's reference(s).
Negotiate the package to be offered to ensure the candidate accepts offer-verbally and in writing.
Prepare candidate for resignation and counter offer.
Confirm start date.
Remain in contact with candidate and client until the start date, to ensure everything goes smoothly.
Offer onboarding assistance to help you ensure that your new employee has a positive and rewarding initial work experience.
|
|
|
| top
|
|
|
|
| top
|
|
|
|
| top
|
|
| |
| |
|
|
|
Home
|
Site Index
|
Contact Us
|
Privacy Statement
|
|
|
