our hiring process
Our mission is to successfully provide the best available candidate for your search completing it within your timeframe!
1.We obtain a complete Search Profile designed to answer the statement. “…Your hire did a great job for us over the last year because….”
2.We research and report compensation profiles back to you to make sure the compensation proposed is in alignment with the industry standards.
3.We obtain an ideal and acceptable profile of the successful candidates educational and work experience background.
4.We obtain the personality and management styles that will be compatible with your company and hiring official’s values.
5.We map out a timeline together that will produce the hiring of the candidate of your choice at the appropriate time for you.
6.Our Research Team develops a list of targeted companies and candidates through market research.
7.Our Internet Team searches out passive candidates that can do the job. These are people currently happily employed working and probably not available on job boards such as Monster or Career builders.
8.Our Lead Recruiter searches our proprietary database developed over the past twenty five years specifically for the Paper Industry for suitable candidates that have demonstrated by their achievements they are in the top 20% of their area of expertise.
9.Our Team meets and narrows this list down to the top 100 potential candidates. This list will grow to 125 potential candidates as we receive referrals during our initial recruiting presentation.
10.We contact each of the above determining who is interested and who is qualified for the opportunity.
11.We mini profile these candidates as to their career goals, education, salary expectations, and their potential reasons for leaving.
12.We fully interview those passing the mini profile concerning their work history, housing needs, compensation in detail, counteroffers, accomplishments as it relates to the position, and any personal issues potentially affecting a career move.
13.We ask the candidates that have passed this rigorous screening to fill out a series of written screening questions to help provide further evidence of their qualifications and communication style.
14.We check references on each remaining candidate to verify they can do the job.
15.We meet and narrow the list to 3-5 candidates for you (sometimes fewer) and present them to you.
16.We set up the initial telephone screening interviews for these candidates.
17.We debrief the candidates and report back to you their impressions and level of interest.
18.We set up the candidates chosen to interview face to face with you.
19.We prep the candidates before the interview and let you know what their “hot buttons” are and apprise you of any changes in their situation.
20.We debrief the candidate and report back to you.
21.We help you structure an acceptable offer for the successful candidate.
22.We present the offer to the candidate thereby increasing the chance for a positive outcome.
23.We walk the candidate through the resignation phase reducing the chances of a successful counteroffer.
24.We stay in touch with the candidate during start date and the initial phase of their career with you. We report back you on their satisfaction at one week, one month and ninety days.