3. The candidate-sourcing phase of the search consists of numerous calls and emails to people in our large database as well as to individuals discovered by an in-house researcher.
4. We next match the candidates against the competencies of the position description and start to interview the likely prospects in greater depth. These interviews are conducted by phone and/or in person depending on the complexity and level of the search. Whether to interview the candidates in person or not has been decided during our initial conversation with the client.
5. After a thorough evaluation the candidates are presented to the client in the form of a written report that includes the candidate's complete background, a resume or Curriculum Vitae, and a salary history. In addition, we will include our analysis of the candidate's strengths, weaknesses and fit for the position.
6. After the client interviews the candidates and narrows the search to one or two finalists we will start the referencing. We take reference checking very seriously and will do as many references as it takes to get a clear picture of the candidate. We write a detailed written reference report, which includes nearly the whole conversation we had with the reference. These reports are often 5-7 pages long.
7. During the offer stage we are available to help with any negotiations as needed. We are the bridge between the candidate and the client. We also act as a sounding board to the candidate during this often very stressful time.
8. After a candidate accepts an offer we stay in contact with the candidate throughout the transition from the old company to the new. We do follow-up interviews often for years because we care about the candidates and their happiness.
To learn more about our services, view our candidates recruited and areas recruited pages or contact us today.
