Tips/FAQs

How do Client-Employers gain maximum effectiveness working with a quality search firm?

• Maintain open communications and share whatever data is needed by the search firm: information on your company, your group’s and company’s mission, your management style, your products and services, your company’s competitive advantages, company revenue growth, your corporate culture, career paths for employees, uniqueness/differentiators, the work, what the new hire will learn and contribute, the history in this open position, and your expectations of new hires.
• Be available to communicate changes in position requirements, as well as "likes and desires."
• Have concrete, approved openings with target hiring dates and compensation ranges that are market competitive.
• Liaison internally with any persons involved in the interview process and set expectations for their individual roles as interviewers.
• Collect post interview feedback, and share with your recruiter in a timely manner. Communicate the things that make for a good match as well as provide data on any concerns you may have.
• Work with your recruiter to gain additional data to better address and manage those concerns.
• Share any and all issues honestly with your recruiter and utilize your recruiter to negotiate and, or buffer as a middle-person in the life cycle process. You as the employer always want to be viewed positively by the candidate in this process.

How do I best present my company and my opportunity to a prospective employee?

• Share the vitals on your company in a positive manner.
• Explain in sufficient detail the responsibilities and duties of the current opening.
• Share your expectations and establish milestones and timetables.
• Let candidates know the rewards and potential that will accrue to them by meeting and or exceeding those milestones and timetables.
• Share the sizzle (the excitement) of building a career in your company. Tell the candidate why people like to work here and why they stay here.
• Share an excitement regarding your belief level in the value of the work you and your team do in your company and how that adds value. Conviction and sincerity are heavy influencers.
• Be honest about the challenges in the work for this hire; but also show excitement about the rewards that can and will accrue from having performed well.
• If you are interested in making a hire, be sure to convey that interest to the candidate before the interview has concluded.

How do I maximize my effectiveness on the interview?

• Present positively, professionally and enthusiastically.
• Make candidates feel welcome. They are coming into your home; they should feel it can be their home away from home.
• Take time to show an interest in the candidate’s welfare by assessing their needs and wants; this will allow the candidate to become comfortable and you to better assess if this is a credible match. Both sides have feelings, needs and wants. Both sides should have opportunities to communicate those.
• Share your position requirements and provide candidates the opportunity to demonstrate their relevancy to those requirements.
• Interviews are not just drills; they are an opportunity to build a relationship.
• Be a good listener.
• Your goal throughout the interview process should be to ensure that when candidates leave your company, they feel better that when they first walked in your door; they have learned about your business, your needs, your style, your expectations, and how they can contribute to make a difference.

How do I increase the percentages of acceptances to offers rendered?

• Be honest and consistent with your recruiter and candidate on salary and position representations.
• Become aware of competitive market value salaries; your candidates are aware of them; present fair compensation.
• Know which issues are negotiable and which ones are not (i.e. relocation, bonuses, stock, temporary housing, etc.).
• Issue confirming offer letters in writing that follow verbal offers made to candidates .. and provide your recruiter a copy.
• Be aware that timing and efficient processing are critical to obtaining acceptances.

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