About Us
We have been in the search and recruiting business since 1981, and we believe that a professional recruiter has 3 major obligations to his/her client.
IDENTIFY
(to locate qualified candidates)
This is the most time-consuming
of the three obligations! It is a matter of gathering names, seeking out referrals and making an enormous amount of phone calls and contacts. Certainly, the better recruiters maintain good contacts and track top talent, and are much more efficient in identifying the top candidates. However, just submitting a name and a resume to a client is not the best or most effective way to secure a good hire.
ATTRACT
(to bring the talent to the table)
Certainly, this is the most critical of the obligations! This is the ability of the recruiter to find the unique qualities, qualifications and ‘hot buttons’ of the candidates, and match those up with the needs and requirements of the employer. The top recruiters spend a lot of time learning about the client company; their products or services, culture and their hiring process. That allows them to effectively ‘sell’ the opportunity, as opposed to simply reciting title, duties and money.
DELIVER
(offer and acceptance)
This is where many deals fall apart! A good recruiter will encourage their client to make a timely decision so as not to lose the candidate’s interest. Once the decision is made to make a job offer, the recruiter’s job is to pre-close the candidate on what the offer should include, and answer any questions about relocation, spousal concerns, benefits, etc.
At this time, the recruiter should also discuss the possibility of a counter-offer from the candidate’s current employer. This will ensure that the candidate is prepared to make a career decision, and can respond to the offer in a timely manner.
Our promise to you, our client, is that every candidate we present to you will be screened on the following criteria:
- They are qualified. (the candidate will have the requisite experience to perform most, if not all, of the job functions.)
- They are interested. (the candidate has indicated interest in your position and your company based on our presentation of the information and their independent research)
- They have a logical reason to consider a job change. (there are reasons why this position makes sense for them and their career, and the compensation, relocation, etc is realistic for their needs)
"The 4 things you should know about every candidate that you will not find on their resume."
- Tangibles -How important are the Tangibles to them? (money, title, duties, benefits, vacation, etc)
- Cultural adaptation-do they fit my culture? Can they adapt to my culture? Or, can they help me change my culture?
- Career aspirations-where are they in terms of their long-range career goals? Is there a mutual benefit to be derived by hiring this person?
- Motivation-other than title, duties and money. Is it internal or external? What will they do when no one is looking?