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We take 9 critical steps in finding the right candidate for the
position: 1. Job Specification
Define job duties and responsibilities, determine requirements for candidate
qualification, incorporate client "wish list" of ideal attributes and
background.
2. Strategy
Determine search objectives and approach (i.e., Is the compensation realistic? Is the
opportunity attractive?). Estimate the time frame.
3. Target Companies
Gather resources; identify associations, directories and industry contacts; create list of
companies to recruit from.
4. Candidate Identification
Develop comprehensive lists of names at appropriate levels and position titles.
5. Candidate Development
Cold call prospective candidates, "source" industry contacts and prospective
candidates for targeted referrals, obtain work history and background on potential
candidates.
6. Candidate Qualification
Interview candidate at length (initially on the phone and then in person) to assess
skills, aptitude and interest level. Determine nuances such as personality and
corporate/cultural fit.
7. Pipeline To Client (Ongoing)
Provide research process notes: who's where, who said what, who's a potential candidate,
who's not, what's the impression of the search opportunity, the job do-ability, basic
feedback from the trenches, etc. Narrow down the finalists. Revamp strategy if necessary.
8. Reference Checking
Conduct thorough, extensive and confidential checks on final candidates.
9. Placement
Schedule interviews between client and candidates, mediate salary negotiation,
troubleshoot questions and concerns on both ends, initiate and facilitate final offer and
acceptance. |
