How we Earn our Fee

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The recruiters job is often misunderstood by the client. The client often thinks we have a line out the door of perfect candidates who are immediately available for interviews for his job opening. We wish this were the case. A good recruiter works with his or her client in accurately assessing the search assignment. Through our screening process we attempt to make matches, not just send out resumes. It comes down to the fact that if we cant save you time in filling your needs with top notch talent who will drive your company towards its goals, then there is no reason for using us. We’ve compiled a list of responsibilities that we commit to with every client. We hope that this list explains more fully our process that enables us to secure the best talent for you.

  1. Review the job description.
  2. Interview hiring manager for clarification of detailed needs.
  3. Research to locate logical talent pool.
  4. Check existing database for leads.
  5. Source the narrow research results.
  6. Recruit.
  7. Do an initial screening process.
  8. Sift the potential finalists from the window shoppers, tire kickers, and under qualified.
  9. Perform in depth interviews with potential finalists.
  10. Rank and evaluate chosen nominees.
  11. Present our best candidates to you completely prepared to answer any questions you may have considering their qualifications.
  12. Arrange and coordinate interviewing schedules.
  13. Prepare and counsel nominees for interviews by spelling out company’s needs, culture, organizational fit, hiring authority, etc.
  14. Prepare client for interviews by providing full pre-interview information, including compensation, benefits and cultural expectations.
  15. Debrief candidates after each interview, answering unanswered questions, etc.
  16. Debrief client hiring authority after each interview, assessing strengths, weaknesses, incompatibilities, etc.
  17. Coordinate with hiring manager on further interviews, testing and possible offers to be made and set the stage for acceptance.
  18. Participate with company in providing necessary information required for negotiating an acceptable offer.
  19. Reconcile any differences with successful candidate to smooth way for offer acceptance. Prepare the candidate to ward off counter-offers made by current company.
  20. In the case of a relocation arrange with Realtors, Chambers of Commerce, relocation consultants, moving companies, etc. to assure that candidate (and spouse) is acquainted with new location.
  21. Assist successful candidate in cleanly terminating current position.
  22. Follow up after placement to assure new employee integration.