|
 |
24 Steps In The
Dunhill Recruitment Process
Coordinate the job description.
- Interview Hiring Manager for clarification of technical priorities.
- Research industry to locate logical talent pool.
- Check existing database for leads.
- Source to narrow research results.
- RECRUIT!
- Qualify candidates by initial telephone interviews against the necessary job essentials.
- Separate the potential finalist from the window shoppers and under-qualified.
- Perform in-depth interviews with potential finalists.
- Reference check Performance with former supervisors and colleagues.*
- Check and verify candidates’ credentials.
- Test, rank, and evaluate chosen nominees.
- Arrange and coordinate interviewing schedules.
- Prepare and counsel nominees to allow you to present your company in the best way
possible.
- Prepare client for interviews by providing full pre-interview information and upon
request, results of reference and credential checks.*
- Debrief candidates after each interview, answering unanswered questions, etc.
- Debrief client hiring authority after each interview, assessing strengths, weaknesses,
incompatibilities, etc.
- Coordinate next step with Hiring Manager on possible offers to be made and set the stage
for acceptance.*
- Strategize with the company, providing the necessary background
information to negotiate and acceptable offer.*
- Reconcile any differences with successful candidates to smooth the
way for offer acceptance.*
- Arrange with Realtors, Chamber of Commerce, relocation consultants, moving companies,
etc. to assure that candidate (and spouse) is aware of details in new location.*
- Assist successful candidate in cleanly terminating current position.*
- Work with spouse placement if necessary.*
- Follow up after placement to assure new employee integration.*
* Most search firms do not provide
these services. |
