Conduct up-front analysis to determine staffing needs. This includes understanding the key accountabilities, competencies and team dynamic. Through robust dialogue and creative information gathering with hiring authorities we create consensus on the role and ideal candidate requirements. A position summary that outlines relevant information on the company and the role is then developed. This brief will summarize client requirements cultural, behavioural and leadership. Create the targeted road map of companies for sourcing qualified candidates using various channels according to position profile requirements. Target warm sourcing leads from proprietary database, contact associations, utilize social networking sites, and engage real-time research to generate a hot list of potential recruits.

This initial assessment step is conducted as a pre-screen that evaluates education, career successes, and top-line capabilities. This determines whether we have identified a potential match against our client-specific requirements.  If a pass is registered prospects are invited for a face-to-face interview. If not, the individual is advised and professionally turned off and their information is retained for future opportunities. Top prospects are interviewed face to face to determine fit beyond the technical and personality traits.  Focus on scorecard, leadership and role-specific suitability and fit with the client culture.  The interview process is structured with detailed record taking.  We develop a fact based, pattern recognition. Client partners are invited if time permits to sit in on finalist interviews.

Take detailed interview notes on all potentially suitable pre-screened and interviewed candidates for future summary discussions with hiring authority and proof of work including market feedback, assessment of talent and compensation trends. All short-list candidates not receiving an offer are professionally turned off and a thank you letter is sent from our office. Very critical to the process are background and performance checks. These are done with previous direct report relationships and in some cases peers to confirm performance, fit with the role and company culture, behaviours, and areas of development. Other non-work related checks can include upon client request-education and criminal. Threat of reference is used throughout the candidate evaluation process to ensure the integrity of information provided by the candidate. Checks are done both prior to and post presentation/client interview(s).

Provide brief candidate summary and justify each candidate presentation. Submit resume, personality traits, critical/relevant experience and accomplishments, areas of particular strength, hurdles that must be overcome for future development, current and expected salary requirements, availability for interview and start-date, and more.

Act as liaison between candidate and client during offer preparation, negotiation and facilitation for the finalist. Be trusted advisor to both sides and ensure all expectations are met and/or dealt with.  Deliver a mutually acceptable resolution and secure offer and acceptance of finalist.

Conduct post-search check-ups/communication with client and candidate. Ensure both parties are happy with the recruitment process through oral and/or written questionnaire. Coordinate candidate's arrival on first day of employment and follow-up in reference to on-boarding and overall fit with the organization. *Replacement Insurance provides additional coverage in case of unforeseen issues surrounding performance or fit.