Provide us with a complete job description.
The more information you provide up front, the less time it will take us to find the right candidate for your opening. Most candidates evaluate every aspect of a job offer: the position, the location, the salary, the company, etc. etc. Our team must be prepared to answer the candidate’s questions, and having these details speeds up the process.
In order to attract the best possible candidates, we need as many details as possible about your company and the opportunity. That includes company culture, team makeup, compensation/benefits, and future opportunities within your organization. In a tight job market, our ability to sell your opportunity to experienced candidates is vital to attracting top talent to your organization.
Be honest about the position.
Provide us with any qualifications needed to perform the role well, and as much detail as possible about the compensation package available. Provide us with feedback on resumés as quickly as possible. If you turn down a candidate, give us specific details about what led to that decision. This feedback will help us to screen future candidates more effectively, and lead to a quicker and more qualified hire.
Allow us reasonable access.
The best path to a quick, effective hire is for our team to contact hiring managers as needed via phone or email. We don’t do not want to take HR’s place in the process, but the hiring managers know best about the person they need: specific technical expertise, the culture of the department, succession plans, etc. This information is vital to us in completing the search in a timely manner. Clear communication with the hiring team leads to less back-and-forth overall.
Stay in contact with your Search Consultant.
Return phone calls/emails as soon as reasonably possible. After all, weWe may be calling you about the perfect candidate. For candidates with specialized skills and industry experience, there will be many options available. A lack of engagement from the company tells the candidates that they’rethey are not a priority, making them more likely to pursue other opportunities – often with your competitors!
Keep us in the loop, especially in the offer and negotiation phase.
We reduce the chance of turndowns when we are involved in the offer process from the start. We know the marketplace as well as our candidate’s professional, financial, and personal bottom line. We continually counsel our candidates on the dangers of counteroffer acceptance.
