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- Needs Analysis
First things first. Who do you need? How will they contribute? What is the organizational role?
- Jointly Determine How to Present Your Opportunity
This is fundamental in being able to move the passive candidate to consider your opportunity.
- Research Target Companies and Candidates
Develop a road map to identify potential target candidates.
- Conduct In-Depth Candidate Interviews
Beyond background and experience, are they viable and mentally ready to make a change?
- Present Qualified Candidates
Talk to from 50 to 200 candidates and present only those that are most qualified and viable.
- Prepare the Candidate and the Client for the First Interview
No surprises make for a better interview and allow a better examination of the real issues.
- Conduct Post Interview Candidate and Client Debriefing
Help uncover remaining concerns on both sides and facilitate a direction or final disposition.
Even negative feedback will help us in better honing in on the right candidate
- In-Depth Reference Check, If Requested
References provide additional insight and background information.
- Working Through the Counter-Offer and Fear of Change Issues
It makes little sense to avoid the inevitable. We confront these issues thoroughly and frequently.
- Make Offer and Get Acceptance
Generally we attempt to have our candidates "pre-closed," ready, and mentally committed within 48 hours.
- Follow up with Client and New Hire
Remain in contact with all parties for several weeks to help facilitate a smooth transition.
- Ask for a Reference
If you are happy with what we have done, please let us know!
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"I have worked with Paul Ciaramitaro for over 10 years to recruit a variety of technology professionals. His professionalism, diligence, follow-up and ability to identify and recruit high quality candidates has been outstanding."
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| -- Kevin Toren, CIO, Gordon Food Service |
Employer
Testimonials
Employee Testimonials |
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