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We start by thoroughly interviewing the executive to whom the position reports as well as others who are integral to the hiring process. From this, a detailed position description and critical requirements document is written. This document identifies technical background, experience, and operating style that are needed along with a description of the company and opportunity. It is used not only to inform but also help promote the opportunity and to clarify in people’s minds what kind of person is being sought.
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A strategy is developed focusing on industries, companies, background of people to be targeted, and the most effective ways to reach those targets.
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A relationship begins to take shape as People Management addresses the staffing need. Communication flows easily and frequently as we conduct fresh research, check existing databases, contact sources and potential candidates, and gather information from the marketplace about your industry and company. A partnership develops based on accurate and timely information. People Management is not merely interested in placing a candidate, but works hard at establishing a sound working relationship based upon trust.
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As we grow in our ability to see the world through your eyes, People Management becomes increasingly effective as your representative and better able to critically evaluate and positively influence candidates. Understanding and communicating your needs, vision, and challenge to talented people and helping them get excited about the potential is at the heart of quality search.
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As People Management interviews each candidate, that candidate’s strengths and weaknesses are carefully outlined. Particular attention is paid to the individual’s natural operating style (Motivated Abilities Pattern® [MAP]) and how that style matches the critical requirements unique to the opening. Our expertise in matching people to positions has been seasoned over more than forty years and enhanced by our SIMA® (System for Identifying Motivated Abilities) technology.
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We often do some preliminary reference checking to supplement and enhance our understanding of the candidate’s qualifications.
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We then prepare each candidate to meet you, and you with them. Concerns are raised and issues identified.
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Once a top prospect is selected, additional references are questioned. Style, fit, suitability, and potential problems guide our efforts. We purposely look for skeletons.
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After the selection decision is made, the delicate process of final negotiations takes place. We help to bring both parties to terms, representing your interests and helping everyone concerned to reach toward reasonableness.
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Throughout, we become quite close to the desired candidate and assist him or her in evaluating the position and offer. We explore relocation and family issues and discuss children, lifestyle, desires, dreams and other factors that can impact on "good fit" decisions and success on the job.
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We do much listening and from that closeness help the candidate to see the advantages and disadvantages of accepting the offer. People Management truly has the best interests of both the company and candidate at heart.
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Once accepted, we continue to counsel with the candidate, preparing him or her for a potential counteroffer. Even after the person is on board, we periodically stay in touch.
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One major factor that differentiates us is the emphasis we place upon proper job fit and the use of our SIMA process in all phases of the search. We use SIMA up front in interviewing you to clarify what kinds of people will be successful in the job, when describing the opportunity to sources and potential candidates, when evaluating a person’s suitability to the position, and when checking references.
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To us, a search well done is outstanding performance after the candidate begins his or her new job.
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