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BUILDIGN GREAT MANAGEMENT TEAMS IS A TWO WAY STREET
• Understanding our candidate’s needs, career objectives,
history, strength, and commitments.
• Building rapport and trust with our clients that we will discover,
qualify, interview, prepare and send qualified candidates to enhance
their management team and ensure their continued growth and success.
Our 25 Recruitment Steps
1. Complete thorough and accurate Job Order by interviewing clients
for clarification of needs and hiring priorities.
2. Communication of new Job Order to intra-office personnel through:
network email and regular meetings.
3. Check WinSearch database for leads.
4. Make contact with database leads.
5. Research market to locate logical talent pool.
6. RECRUIT- cold call/network/advertise/database search
7. Qualify candidates against the necessary job essentials.
8. Perform in-depth interviews with potential finalists.
9. Enter Interview information and D.A.T.A into database.
10. Reference-check performance with former supervisors and colleagues
and verify credentials.
11. Test, rank and evaluate pre-qualified candidates.
12. Determine the potential finalists.
13. Arrange and coordinate interviewing schedules between candidates
and clients.
14. Prepare candidates to interview with clients in the best way possible
by providing Company Profiles, details of the interview process and
directions to the interview.
15. Prepare clients for interviews by providing full pre-interview
information and, upon request, results of reference and credential
checks.
16. Debrief candidates after each interview to reconfirm fit and salary
requirements.
17. Debrief client after each interview to assess strengths, weaknesses,
and compatibilities of candidates.
18. Coordinate next step with client on possible offers to be made
and set stage for acceptance.
19. Strategize with the client, providing the necessary background
information to negotiate an acceptable offer.
20. Present Offer Comparison to successful candidate and reconcile
any differences to smooth the way for offer acceptance.
21. Research and negotiate relocation details if necessary and assist
with spouse placement if necessary.
22. Assist successful candidates in resigning current position by
providing EHS information such as: Giving Notice and Beware of Counter
Offers.
23. Reconfirm career decision by having candidates sign EHS Acceptance
Letter.
24. CELEBRATE with candidate and, if possible, spouse.
25. Follow up with client and candidate after placement to assure
satisfaction.
