PREPARATION
In the preparation phase
we interview the hiring manager and other representatives of the
client organization to create the most accurate possible picture
of the history, structure, culture and goals of the organization,
the key requirements of the position and a well-articulated description
of attributes of the ideal candidate. A unique position description
is created for every assignment.
IDENTIFICATION & ATTRACTION OF CANDIDATES
The research phase explores a wide variety of sources to identify
the largest potential pool of relevant candidates. Preliminary phone
conversations identify those candidates who are both qualified and
interested. Setting us apart from the competition is the art of this
initial screening process, which asks the right questions to assess
ability, interest and best elements of fit. Even at this early stage
we must exhibit excellent presentation and communication skills as
well as knowledge of the position and of the client in order to attract
targeted candidates and instill interest. The identification process
remains ongoing until a hire is completed.
EVALUATION
We conduct an in-depth in-person interview with each candidate that
meets our initial qualifying screens. An interview questionnaire
is prepared for each position that enables us to provide to the client
a variety of information in addition to the high level overview usually
found in a resume. As we consult with our clients we often determine
specific items of most interest for that particular search. References
are usually collected prior to presentation of a candidate to the
client but they are generally not called before the presentation
unless a particular situation calls for clarification or verification.
PRESENTATION
GF Parish Group is committed to a presentation of informative candidate
write-ups that delves beyond the often scant information in a resume
to provide all the necessary facts and evaluations of strengths and
weaknesses, thereby allowing the client’s interview and decision-making
processes to be productive and efficient. An initial in-person presentation
of 6 - 8 qualified candidates is our goal.
HIRING
At the client’s discretion, we will offer to facilitate negotiations
between the client and the successful candidate. Some of our clients
prefer to manage the entire hiring process by themselves. During
this period we are actively in touch with all the candidates who
may still be under consideration in order to manage expectations
and maintain their interest level in the position.
POST SEARCH ASSESSMENT
An important and often overlooked element of the traditional search
process is retention. We continue to work with the client after
the hire to assist with any integration issues for the new employee;
we communicate with both the client and new employee periodically
to assess perceptions, performance and happiness. By communicating
with both parties and assisting with any feedback, we help bridge
the gap between the hire and successful integration and retention.
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