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Finding Candidates for Employment By Working With You Qualifying Candidates Presentation The Finish Line Becoming an Employer of Preference Other Realities Finding Consultants New Market, Timeless Classic 10 Rules for Writing a Job Description to Recruit A-Players Why is a Job Description Important? The Best Potential Candidates Want a Job Description Before Agreeing to Pursue the Position. 2 Reasons to modify the Job Description Hiring the right candidate Our mission is to be the best information-technology and executive search resource by providing value and peace of mind to our clients and candidates. Finding Candidates for Employment By Working With You We first want to understand your business objectives and culture. We can help identify your needs and develop a strategy that will enable you to accomplish them. Due to our knowledge of the marketplace, unique skills and reputation for working at the high end of the market we will introduce candidates that you may not otherwise meet. Qualifying Candidates To find out if the most likely candidate is interested or could be tempted to explore the opportunity, we begin with a phone call. We qualify them in the broadest sense and provide them with your URL or company brochure. We come to understand our clients' culture and business objectives deeply which helps us ascertain during the initial steps of our search process whether a candidate is qualified and whether they will be interested. Presentation Once we have identified a candidate for your position, we provide you with their résumé. It is then your decision about whether you want to see or learn more about the candidate. We will set up appointments for telephone calls or in person interviews. In regards to negotiating compensation, our recruiters take an active role being an advocate for both the client and the candidate throughout the process. The happiest long-term business partnerships between our clients and their new hires of course result from win-win outcomes. The Finish Line We will be there throughout the process, setting up additional meetings, and negotiating employment terms. The client company puts the terms of the offer in writing and the candidate can safely quit his/her position. Becoming an Employer of Preference Candidates now look for more than a competitive salary, benefits, bonus, and stock options. Occasionally a hiring bonus is needed to push the candidate over the edge. Candidates are often looking for a work environment with plenty of room for challenge and growth as well as the chance to work with a great team on stimulating projects. This can mean as much to a candidate as competitive salary. Possibly you've developed distinctive ways to retain employees: flexible hours in the summer, half day off on Fridays, flexible compensation packages, closing for year end holiday weekend, sabbaticals, helping significant others find jobs, company funded retirement plans, reimbursement for continuing education, and fun company activities, etc. If you are impressed enough by a candidate to make an offer, others will be too. Be prepared to compete! Other Realities The majority of our recruiting calls are to A-Players with our client's competitors who are not necessarily looking for new positions. We go through our process and determine the candidate's fit and interest in considering the position with our client company. Supposedly a candidate will pursue the one opportunity and if an offer is presented, he/she will consider whether of not to accept the position. However, a candidate may also suddenly become curious about what else is out there. They start to look at other positions, talk to other people in their network and interview with other companies. If a candidate is introduced to our client and shows no interest in their opportunity, we may introduce the candidate to another client. Finding Consultants We first want to understand your business objectives and culture. We call consultants to excite them about the project or program. If they are interested and meet the requirements we will schedule an opportunity for you to meet. Due to our experience and deep understanding of the market we are able to access the A-player consultants to fit your needs. New Market, Timeless Classic Having difficulty finding IT Professionals? Here's the secret for recruiting A-Players in today's market. When you hire an IT Professional, he/she basically signs up to deliver what's in the job description. Take the time to develop a great description! It will attract candidates who want to do what you need done. It will be a guide to questions that need to be asked in the interviewing, selection, reference checking process, etc. 10 Rules for Writing a Job Description to Recruit A-Players 1. Prepare a brief statement describing the company, its vision and how it plans to achieve its desired business outcomes. 2. What do you want the new hire to accomplish for the company? 3. What will the new hire be responsible for in order to drive the results? Will there be management, hiring, mentoring, budget management, negotiations, etc., involved? 4. Whom will the new hire work with on a daily basis? 5. What skills and experience are requirements? (Prioritize them.) What soft skills are most critical for success in the company? 6. What travel is required? 7. What is the compensation package? a. How can a new hire earn a bonus and, if applicable, stock options? 8. Will you consider a foreign national needing sponsorship? Will
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