Over three decades of experience has shown us that good processes will consistently produce better results when building the most talented teams. Outside of our work-world we’ve watched championship dynasties built and we’ve observed them consistently beat their competition. Whether it’s in business or in sports there are common denominators when assembling a top quality organization with the best talent.
These are the Most Common Types of Talent Recruitment Services that our firm provides:
When your Human Resources Department is already too stretched and your company still needs critical sourcing of talent
It’s not magic, it’s simply the depth of experience from our consortium of Principals – some working nearly four decades in their profession and in your business community. It has us better tooled than the other minimally experienced competition out there.
The Confidential Talent Search
There are times when a company
has to make a tough decision.
Sometimes the potential disruption from a public search would cause too great a risk – to the smooth management of your operations.
Year Round (no cost) Scouting Services for upcoming hires
Get in front of your plans for new headcount or your succession planning
Our firm values long term relationships with our clients. We learn their hiring model, the kinds of profiles sought, the unique needs of the company culture, & the nuances of a chemistry fit for the team.
Taking advantage of these moments, preemptively working the hiring plan is how TOP OF CLASS business teams are best built; it incorporates a highly pro-active recruiting approach.
Your hiring process is important to help your company secure an acceptance from the best-targeted candidates. Sometimes it’s just little tweaks to a process that can help you find and secure the best candidates in the market …beating out all those other employers that don’t pay attention to the details.
Helping You Through Your Search Process:
We see the hiring process as a partnership between our company and yours. Like any good partnerships, clear communication and an efficient use of everyone’s time in the collaboration are key ingredients. We commit to listen closely to both the needs of the role and the goals of your organization’s process.
The hiring manager, your HR representative, and our firm’s principal need to work in unison. All three of those persons are the “project-catalysts” and they each have very key roles to a process that can help to ensure an acceptance from the best fitting talent – hopefully, that candidate who’s your number one choice on the roster. A few good ten-minute exchanges during the search process between the project-catalysts is all it usually takes to find a most efficient timeline and the best results.
With good detailed feedback on the resumes sent and an substantive exchange of everyone’s reaction after the interviews, we can save your hiring team bundles of time. The exchange allows us to better target from each data-point of your feedback, so that you don’t interview non-fits going forward. This short moment spent sharing feedback, can save hours of wasted time and expenses for your hiring team.
Bill Gates - Founder of Microsoft
Inspiring the era of the PC, Commercializing the
operating system, richest
man in the world at age 39
Bill Belichick - Head Coach & Teams Coach in 8 NFL Super Bowl appearances. NE Patriots & NY Giants
Theo Epstein - Turns around
the Cubs & Red Sox organizations into World
Champions after nearly a
century of underperforming
Below are three fundamentals of a highly efficient process when using our recruiting firm, and they’ll help you accomplish that desired goal of a great hire. They’ll also save your hiring team wasted hours on inappropriate interviews. We consider them to be on that list of Best In Practice methods for a successful search.
Our First Meeting & Planning
An initial dialogue between the hiring manager and our principal, and perhaps an on-site meeting will offer very important clarification on your needs and your search process aims. It can be an optimal way for us to become better informed about your role, the company story, the culture and the environment.
That meeting enables us to be much more compelling when we sell your organization’s opportunity. Particularly on first assignments, this step sets-up the search for much better time saving results…far beyond solely mailing a written job description.
The Critical Benefits of Feedback
Feedback from the hiring team after resumes sent and after interviews, further helps us to better target the most fitting candidates.
Debriefing our candidates allows us to share with your team feedback on the impressions you are making with interviewees.
None of us are perfect, it always helps to hear honest feedback – and adjust as we move forward. That goes for our external recruiting Principals, internal HR, and hiring teams. It’ll help us all become better at what we do.
The Final Rounds & Closure
As we get closer to the offer stage and in the final rounds, important conversations and information needs to be exchanged by our principal and your hiring team.
This will help to prevent misunderstandings and set up proper expectations with the final candidates.
It can additionally help clarify and counter the concerns of candidates. It’s often a key to finding the desired closure with someone who may be your no. 1 choice.
Highlights on Our Internal Process
Recruiting – Sourcing Horsepower
Firstly, our consortium holds its strength in the numbers of Seasoned Principals who we can pull into a search, it’s what sets us apart.
And we can enlist those members of the consortium who’s niche strengths best align with your specialized vacancy – to help us source the best fitting candidates within that discipline.
The commitment to that quality of a deliverable requires more front-end work on search projects. It’s also why using our type of service can have you direct efforts to build one of the best quality Finance Teams in your region.
Candidate Screening – Reference Checks – Skill Assessments
Finding that short list of candidates for the roster which we ultimately refer – requires a greater batch of applicants to review. The larger number of sourced applicants needs to be culled and the due diligence on each candidate begins.
We meet all local candidate and teleconference with those not in proximity. We check references and administer certain skill or personality trait and assessment tests if requested.
That’s how we find that top 5-10% of the class in the candidate market who we refer forward. We understand reaching that Best In Class standard is a benchmark that needs to be met before your company will consider making an offer.
Assistance with Attaining Closure – Acceptances – On Boarding
Negotiating an acceptable compensation package is not always a smooth process; it’s often a stumble point. Having an experienced Principal who’s a 3rd party communicating base salary, bonus, equity, and special compensation topics can be very helpful to both sides.
A Seasoned Practitioner can often make these matters work more smoothly. Bring a level of experience that provides foresight to get in front of problems in a negotiation – before they ever arise. We’re often able to help find a compromise and secure the closure that both parties want to see.
We also check in regularly after an acceptance in the early stage of employment to help both parties with the on-boarding. Sometimes a little 3rd party intervention can help out with matters.