WHAT SSI WILL DO FOR YOU AS YOUR SEARCH FIRM

1) Needs Analysis. SSI will get an in depth description of the position you are recruiting for. We will determine the qualifications you seek in the candidate as well as the day-to-day responsibilities of the job. We also collect information on the compensation package of the position, target companies and candidates, as well as at least two resumes of past successful hires for this position.

2) Presentation of Opportunity. We will then strategize on how we are going to go to the marketplace regarding the search. How are we going to present the job and your organization to potential hires? These are the selling points so to speak.

3) Create Internal White Paper. We will then create a form that confirms what you are looking for in the hire. E.g. responsibilities, salary, expectations, selling points etc. This will then be faxed to you for any corrections, signed and sent back to our office for internal use by our research team.

4) Research companies and candidates. To begin the search we then create a list of companies with viable candidates that will be targeted.

5) In depth candidate interviews. This is when we go to the marketplace and actively recruit for your job. We make sure the potential candidate has the background you are looking for and is willing to change jobs for the right opportunity. This includes insuring that his/her goals and compensation are in line with your goals and compensation.

6) Present qualified candidates. After interviewing 100 or more potential candidates we will present to you a short list of the top 5 candidates for the job. We will explain how the candidate’s experience and qualifications meet each of the required qualifications you have described.

7) Prepare candidates for first interview. The next step is to go in depth regarding the history of your organization and get your input on why this is a good opportunity both personally and professionally for the candidate. We will also brief him/her on the background and concerns of the interviewer as well as outline important questions for him/her to ask when meeting the hiring authority.

8) Prepare the client for first interview. It is very important for the hiring authority to know what makes each candidate unique. We will help you establish rapport with the candidate by providing you with each candidates's background. We will also provide the necessary information to prepare you to address the candidates concerns and determine the best method to sell the opportunity to the candidate.

9) Debrief candidates. We speak with the candidate to find out their thoughts about the job, institution and people they interviewed with. This includes finding out why or why not the opportunity is a good fit.

10) Debrief client. We will than let you know if and why the candidate is or is not interested in the opportunity and discuss any concerns you may have regarding the candidate as well as what the next step should be.

11) In depth reference checks. Conducting in depth reference checks regarding the candidate’s personal and professional background is an integral part of our job to reassure you that you are hiring the best person for the job. We will report to you with the information, both positive and negative, provided by the sources.

12) Consult around the counteroffer issue. Many times candidates are not adequately prepared for a counteroffer from their present employee and in turn clients often lose star candidates to their present employer. The most desirable candidates will receive a counteroffer. It is our job to brief the candidates as to why counteroffers are not beneficial to their career, why counteroffers are extended, and help them identify the real reason they are looking to leave in the first place.

13) Make the offer and get acceptance. Since we have insight as to what the candidate is looking for in terms of responsibility and compensation, we will make sure that an offer is not extended unless an acceptance is guaranteed. This saves you a lot of time and embarrassment from having an offer turned down. An offer is a proposal. How would you like it if you proposed to your significant other and he/she said “That sounds great, let me get back to you in a week?" By preparing the candidate in advance, we make sure that does not happen and that there is an immediate acceptance.

14) Follow up with client and new hire. Change is not easy for either the candidate or the client. This is why we will stay in touch with both to make sure that there is a smooth transition and that all expectations are being met.

15) Client references. If you are happy with how we performed our search we ask that you provide us with a reference stating that SSI was able to provide you with excellent service.