The 25 Search Steps
One of the things we value at BLF is transparency; there really are no "smoke and mirrors" when it comes to performing a professional search. Marketplace knowledge and individual consultant/recruiter presence will always play a part in what we do; after all, we are dealing with people. However, whatever way you cut it, we are still involved in a process and the more the client knows about what will take place the better the communication flows and the easier it is to remove the blockages that may occur from time to time.

We obtain a full search assignment, based on the needs of the Client Company. With client input, we develop the ideal candidate profile and can provide the option of personality profiling of the client’s top employees. This composite personality profile may be used for screening candidates

1. Consult the client on industry compensation standards and what competitors' compensation profiles are.
2. Conduct research of marketplace to include the client's direct and indirect competitors.
3. Compile a list of targeted companies and candidates.
4. Conduct in-depth telephone interview with candidates to ascertain three things:
5. Do they have the appropriate background?
6. Are they willing to change jobs for the right opportunity?
7. Determine if candidate's career goals will be satisfied by client's opportunity.
8. We can conduct face-to-face or teleconferencing for qualified candidates on retained assignments.
9. Present to the client a "short list" of qualified candidates.
10. Complete Initial candidates reference checks from up to three sources.
11. Submit resumes to client and discuss results of in-depth candidate interviews.
12. Arrange first face - to - face or video - teleconference interviews with client.
13. Prepare candidates for the first interview including focusing on the company's or hiring authority's exacting requirements.
14. Prepare client for the first interview including the candidate's career goals.
15. Debrief the client and candidate immediately after the first interview.
16. Schedule second interview.
17. Prepare client and candidate for second interview, address concerns.
18. Debrief the client and candidate immediately after the second interview.
19. Conduct additional reference checks if required by client or if situation warrants.
20. Closing and negotiating the offer with both the client and the candidate.
21. Confirm offer acceptance and start date.
22. Co-ordinate candidate relocation issues if needed; selling existing residence, house hunting, financing, the physical move and any other help the candidate and client requires for a smooth transition.
23. Prepare and assist candidate with resignation from former employer. Confirm that candidate has started.
24. Call candidate and hiring authority the first week of employment to make sure initial expectations are being met.
25. Maintain client contact to ensure continued satisfaction and contact with the candidate to monitor career growth.