joint effort
The person you are looking for doesn't realize this position is perfect for them. This means we must clear our desk and mount a solid recruiting campaign. We will contact at least 70 or more candidates to find the 10 or so that might fit. Through qualifying interviews, our goal is to then select only the candidates that match your profile. These final two or three prospects are the only candidates that we will submit. Hopefully, there will be a mutual attraction of company and prospect. We will work with you closely through the offer, acceptance and guarantee period.
There is no front-end financial investment from you as it is a Contingent Search. We hope you agree that having clear processes is the quid pro quo we need.
Gauging What Has Been Done So Far
Guide to Determine Course of Action
Who is doing the work now? How is that working out? How much is it costing the company while this position is unfilled? Is there a deadline I need to know about or is there a certain luxury of time.
This includes internal postings, ads, internal and third part recruiters.
How many interviews have already been conducted? Are there internal candidates still under consideration? What, if any, other candidates are currently in the process?
Turn downs? Objections to interview? Missing qualifications – any in particular that stand out?
Is there a candidate that you are considering hiring, but want to see if you can do better? If so, what is the missing piece that keeps you from making that offer.
Agreed upon hiring process
Let’s talk about your typical hiring process – I’d like to determine how to jointly marry your ‘best practices’ with those that have worked well for my other clients in the past.
Building Process
Guide to Best Methods
Total time frame, number of interviews and type. Number of interviews and decision methods used to go to next step.
We call the last three companies the candidate has worked, as given by candidate. Some companies have a service or want to do their own. Thoughts?
Just a resume? Verbal presentation? What other information is important to you?
We will build a profile sheet and attach this to a candidate’s resume. This profile is mutually agreed upon.
If we extend the offer, as a third party, it is easier to control. That makes it easier on you, will that be satisfactory?
Is there anything that the different interviewers are looking for when they meet candidates? Is there anything I should have candidates bring or be prepared for when meeting the different interviewers?
Learning to Cooperate
In closing, pleas give us five or six questions that you ask immediately upon reviewing someone’s information to determine fit and qualification. We would like to ask those same screening questions, as well as know the answers you are looking for. We will then only present those candidates that answer positively to those questions and we will present the answers to those questions with the submittal.
How you like to Interact
We will keep in touch, so that you know the search is progressing. How often would you like me to check in with you? We should have two to three candidates within two to three weeks or a litany of excuses.
Big new project(s) coming up in the future? More responsibility than others with the same position? High visibility in the marketplace?
What is the reputation of your company in the marketplace? In public or in private gatherings?
Measuring yourself against the competition in processes, equipment, tools, environment and ability to get new work?
Will a person that takes this opportunity advance in their personal skills and technical abilities? How?
Let's talk about you
We will carefully read through your web page, but it still helps to hear about the inner workings of the company. What is it really like to be a part of your world? What is the story of your company? Where have you been, where you are, and most importantly where you are going. It builds comfort and interest to feel like you understand a company before interviewing.
Examining the Company
Guide to the Best Company Story
What is the history that you understand and speak of when talking to people?
Do you see the company expanding or changing?
Is that on average for the company? Larger/Smaller?
Any negative stories or events that we have to cover before a candidate would interview?
Will the interview location be where the candidate will also work? Is there any chance that will change in the future and if so, where?
the People, Leadership and Culture of the Company
Without a doubt, the number one reason that people leave a company isn’t because of money or location or anything else – the number one reason is because of a personal relationship, especially with the boss. People work for people and it is a key to be able to paint a picture about the group leadership and culture.
Learning about the People
Guide to Best People to Join at Work
Who does this candidate report to? How would you describe their management style? Any other managers this position would need to work with in future?
How would you describe the management style of top management?
Years in the industry, years in the company, positions held with the company, project experience, etc…
Buttoned up? Loosey goosey?
It’s amazing what people can accept, if they have been forewarned. Any people or situations that the candidate should know about before hand?
Benefits and Blessings
Healthcare
Information on the company healthcare offered for the individual and family, including coverage, deductibles and start date for new employee.
Dental and Vision
Information on any dental, vision or other medical benefits, including networks or limitations.
Employee Contributions
Information on costs to employee for individual plans or family plans. Also, any extra costs for optional benefits.
Vacation and Sick Benefits
Amount of vacation offered to new experienced employee and rules regarding usage. Also, any sick or personal days offered.
Employee Vehicle and Gear
Information of whether job comes with company vehicle, what type, gas card and maintenance supplied or not. Also, computer, phone, etc... supplied to employee.
Benefits Summary
Please send a company of the benefits summary that you will give a new hire, but knowing these components really adds to the true value of an offer.
Show Me the Money
Guide to Getting the Best
Most importantly, what is the Target Base Salary? Realistically, what is the amount NOT to go above, regardless of candidate’s skill set.
How is that calculated? How often are bonuses given? How likely are they to be earned?
Car expense, mileage, meals, incidentals on road, etc…
Golf memberships, tickets to local sports, theater, etc…
What expenses are covered should you decide to look at an out-of- town candidate?
Working Together
A Contingency Search works on an equal commitment to get the job done.
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