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 Often
recruiting firms outline a step-by-step process to fill a search
assignment, beginning with step 1 and ending at step 14 or X. Our
approach is different. We recruit in an ongoing circle of activity. We
regularly revisit each stage of the process... all of them... the
needs assessment and strategy, the candidate pool, the referrals, the
networks, because in our 20 years of experience we have learned that
nothing is truly constant. Full Cycle Recruiting®
means that we do not go blindly forward to the next step but as we
progress we circle back periodically reviewing the needs assessment
for example. Have we gained insight or information during the process,
which will modify the position profile in some way? Have we gained a
morsel of knowledge that adds a target source not previously
identified? With each advancement in the process, we take a look back
to make sure we have covered every base for you... thoroughly.
Mistakes happen when recruiting is treated as a rigid step-by-step
process.
Planning Phase
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 A successful search requires
preparation in terms of defining the context of the position, the
position itself, and the criteria for evaluating candidates.
- Need Assessment
In order to find the
perfect candidate for your enterprise, we take the time to review
the culture of your business and the marketplace it operates in.
With your approval, We
take the time to talk to with the hiring managers, team members, and
decision makers to understand how this position relates to the
operations of the company.
- Position Profile
Our goal is to work with you to develop a detailed description of the position listing the goals
and qualifications, as well as the qualities needed in a candidate,
and the challenges likely to face the person placed in the position.
During this time we prepare background information and
selling points for your company for the candidate. You may be
seeking them out, but there is chance they may need to be sold on
you.
- Recruiting Strategy
Once the candidate profile is established, we develop a recruiting
strategy, which includes the target sources for identifying
candidates. These areas may include:
a) Industry associations
b) Our special affiliations with international recruiting firms.
c) Special resources or interest groups to be used for networking,
d) Competitive employers for direct recruitment or head hunting,
e) Specialized affiliate search firms,
f) Electronic recruiting resources (e.g. Web sites, resume
warehouses, etc.)
g) Social Networking
h) Candidate extraction, and
i) Passive sources (e.g. job posting and print advertising), if
appropriate.
- Interview Planning
At this point we work with you to determine which people in your
organization should be involved with the interview process, and in
which order they should do so. We can work with you to develop
effective interview questions.
 Recruiting Phase
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When the planning phase is finalized we determine a group of likely
candidates, then sorts through the list by using various
appraisal and evaluation steps, Next we interview and rank this group
and identify a select few for client interviews.
- Building the Candidate Pool
We screen potential candidates for suitability and develop a pool of
qualified candidates, based on a history of success in relevant
functional areas or industries. Closer evaluation against the
position profile narrows the pool down to a smaller set for
screening interviews.
- Screening Interviews & Ratings
We interview each candidate for the position in person whenever
possible, considering each aspect of the Position Profile. By using
our selection methods we are able to eliminate many of the potential
candidates at this point.
- Candidate Presentation
We then provide you with credentials of the best candidates, along
with a detailed analysis of how well that person matches your needs
and the culture at your establishment. We only refer candidates we
deem worthy of your time for a company interview.
 The Selection Phase
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Once the a select list of the best of
the qualified candidates has been culled from the initial list, the
Selection phase begins.
- Employer Interviews
We will schedule interviews making sure that key decision
makers are able to meet with each likely selected candidate. It is
likely that candidates will interview with several people in the
enterprise. We recommend that the interviewers compare notes with
each other and us, so that we can refine the selection criteria, if
needed.
- Reference Checks
With the permission of the candidate, we contact references with a specific set of questions and any others
requested by the client. When the reference checks are completed, we provide a written report of the results
to the client.
IMPORTANT Note Regarding Background Checks
Many organizations find that performing thorough background checks have assisted them in making a hiring decision.
Donna Cornell & Co. Inc. does not perform credentialing or academic background checks, drug tests or credit
checks, but we can refer our clients to a reputable provider of these services if desired.
- Final Selection
Based on the interviews, research, and reference checks, you select
a lead candidate to be offered the position.
 The Hiring Phase
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After determining which of the
candidates has been selected for the position, process, the hiring
phase begins.
- Compensation Negotiation
We work with the client and the candidate to determine the optimum
compensation package keeping in mind the clients needs as well as
the expectations and experience of the selected candidate. We also
work as an intermediary to facilitate a successful negotiation
between our client and the desired candidate, so everyone comes out
of the process feeling satisfied.
- The Offer
We will partner with the client in developing the employment
offer and will then present the employment offer to the selected
candidate, and obtain verbal acceptance. When the offer is accepted,
we will notify the client and facilitate a formal, written
offer and acceptance.
- Candidate's Resignation
We also will assist the selected candidate with the resignation
process (from his previous employer) to assure a smooth transition
for the candidate, and to avert any problems arising from
counter-offers.
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