Successful searches are based on a strategic partnership between our companies. The position assessment is the first step in assuring effective and efficient communications.
We begin by interviewing the hiring manager, key members of the interviewing team and board members if required.
During the interviewing process we learn the corporate goals, strategies, products and organizational history. We discuss the specific positions requirements, the needs of the organization, the companies strengths and challenges, the corporate culture and the dynamics of the competitive market place.
From these interviews a 6-7 page position specification is drafted and presented to the hiring manager for review and comments. When the final position specification is approved, the external process begins.
Candidate Identification: (weeks 1-4)
Most of the candidates that we interview are currently employed and are not actively looking for a new position or opportunity.
The candidates are identified in a variety of ways. We utilize our extensive data base for networking and sourcing as well as our numerous sources in the medical fields. Past searches that are similar in nature generally identify numerous potential candidates. The internet and world-wide web are used to identify additional candidates. In some instances outplacement firms have proven to be beneficial.
After the identification process between 50-200 people are contacted during a two week timeframe. Word of mouth will stimulate additional resumes and phone calls to both your organization and our company. These should all be directed to our office.
Candidate Evaluation: (weeks 2-8)
We initially e-mail each candidate a copy of the position specifications and conduct a phone interview. If the candidate is qualified and interested we set up a focused, in person, interview to assess his or her abilities to meet the needs of your organization. Candidates are not presented to you unless we have completed this process.
The first round candidates are ordinarily presented to your team during the 3rd-5th weeks after the search process begins. The second round of candidates is presented in the 8th-10th weeks. We personally present each candidate and give you an assessment of their abilities. You can then decide, from the group, which candidates you want to interview. The candidates' compensation levels will be from the low, middle, and high ends of the agreed upon compensation levels. This gives your organization the opportunity to access a variety of available candidates.
Reference, Employment Verification, and Credential Verification: (when needed)
When you have identified the potential candidate our firm verifies all credentials. We provide you names and phone numbers of the references and a synopsis our our conversations. The references are always asked if someone from the company can contact them for further information.
Recruiting Assistance (8-12 weeks)
We help set up meetings with candidates. We consult on employment offer design and provide market information as to the compensation competitiveness. We help with negotiations to help minimize the differences between the company and the successful candidate.
Retention Assistance: (on going)
We do 3 and 6 month interviews with both the company and the candidate.
