Candidate Search Process

1. Search is Commenced
   • Establish with client very clear search criteria and best candidate profile & what has already been done -#1 most important area of search
   • Direct recruiting of passive candidates from competitor firms
   • Based on specific client requirements contained on Job Initiate Form (JIF)
   • Direct contacts with our significant reach from past candidates developed in our years of recruiting this industry
   • Internet research-directories-competitive company directions
2. Develop lists of potential candidates and prioritize
   • By abilities/experience/prior promotions
   • By job function/title/compensation requirements
   • By geographic region/relocation profiles
   • By intellectual and emotional alignment to your corporate culture
3. Candidate Presentation
   • Qualify and evaluate candidates through detailed interviews
   • Anticipate possible problems continually-watch for red flags
   • Receive client feedback within 24 hours on initial submissions-GREAT CANDIDATES MOVE FAST
   • Review Counteroffer, relocation, non-compete contracts
4. Client Feedback
   • Provide feedback to Account Executive within 24 hours
   • Yes/No on interviewing candidate, if not; why not for our review on future candidates-VERY IMPORTANT
5. Pre - Candidate Interview
   • Account Executive arranges and coordinates interviews for client company to meet candidates
   • Account Executive prepares candidate for interview and sets expectations and reconfirms meeting time/date/place, etc
   • Assess candidate commitment to the hiring process - are they for real?
6. Post - Candidate Interviews
   • We receive immediate feedback from the candidate and feed this to the hiring authority within 24 hours
   • Please do not interact directly with candidate after interview - we will provide you with their feedback.
   • Client Debriefing; client provides interview feedback to Account Executive immediately following interview. If no feedback received within 48 hours, we assume you are not interested in moving forward with candidate
7. Decision - Next Steps
   • Move ahead with this candidate? Why? Why not?
   • Interview other candidates? Why?
   • Maintain or change the direction of the search? Why?
   • If relocation is required, introduce candidate to our relocation services
   • Arrange subsequent interviews
8. Offer Stage - No direct client/candidate contact during this period of negotiation
   • Assist employer with terms of offer
   • References are completed
   • Present verbal offer to candidate
   • If positive, present formal written offer to candidate
   • Negotiate the differences
   • Counsel the future employee on resigning from his current employer
   • Confirm the commencement of employment
   • Candidate Accepts offer
   • Provide client all our payment information
9. Post Acceptance
   • Follow up with candidate and manager within 30 days discussing open issues or performance
   • Paid within our terms of 15 days after candidate start date