10 STEP ENGAGEMENT METHODOLOGY
1. Needs Assessment
a) Conduct a thorough needs assessment of the company and department/division to identify the technical skills and behavioral characteristics required in a successful candidate.
2. Search Strategy
b) Use a collaborative approach to develop a comprehensive recruiting strategy including the identification of potential target companies, alternative industries and previously identified internal and external candidates.
b) Develop a detailed client profile and position specification to effectively market the opportunity to candidates.
c) Conduct initial market research to confirm candidate profile specifications.
d) Maintain regular communications with client by way of telephone or written report until engagement is completed.
3. Research & Sourcing
a) Begin the recruiting process through the use of our internal database, professional networks and through direct sourcing and research.
4. Recruit and Interview
a) Phone screen and qualify candidates against job specifications, narrowing down the candidate pool to a manageable size.
b) Conduct weekly telephone or written progress reports to discuss search activity.
c) Perform in-depth, competency-based interviews to further narrow the slate of candidates.
d) Present short slate of candidates with a comprehensive written report on each.
5. References
a) Conduct thorough reference check and degree verification.
6. On Site Interview
a) Assist client with on-site interview process.
b) Provide detailed candidate evaluation packet, including resume, references, candidate profile and assessment, when needed.
c) Brief candidates for interview and assist with travel arrangements as needed.
7. Feedback
a) After each interview, drive the decision process by providing immediate feedback to both candidate and client.
8. Compensation & Offer
a) Assist both parties in negotiating a fair compensation and relocation package, if appropriate, by providing timely and accurate information to facilitate a smooth negotiation process that will lead to acceptance.
9. Relocation
a) Address any spousal/family issues early in the process. Arm family with real estate contact, relocation consultants, movers, and Chamber of Commerce information as appropriate, to help facilitate a smooth transition.
10. On-Boarding and Follow Up
a) Work with the Hiring Manager and with Human Resources as appropriate to ensure a smooth transition into your organization.
b) Maintain an on-going relationship with candidate and client to identify any problems or issues that might impact long term performance or fit.
Next: Schedule a Time to Discuss Your Needs
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