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.
