Define job scope, reporting relationships, prioritized competencies, company culture, and confidentiality level.
Identify decision-makers, interview panel members, and approval authority.
Define expectations, establish the search timeline, key milestones, and reporting cadence.
Set the communication plan.
Set the search strategy: target sectors and companies, refine the candidate profile, and establish critical screening questions to identify required skill sets and knowledge levels.
Confirm compliance with applicable employment laws, EEO guidelines, and data privacy requirements.
Define assessments and all pre-hire steps.
Review the search plan with key stakeholders.
Execute the Search
Execute the search through talent mapping, targeted networking, diversity outreach, development of the initial candidate list, and review of the short list.
Conduct phone screens and interviews with potential candidates and complete preliminary reference checks.
Create and present detailed candidate dossiers.
Manage in-depth communication between candidates and clients to ensure a smooth and transparent search process.
Review candidates with key stakeholders.
Coordinate and manage client and candidate interviews and appointments.
Manage post-interview feedback and ongoing communication.
Schedule appropriate social and life integration meetings when necessary.
Deliver the Results.
Conduct thorough reference checks.
Act as liaison between client and candidate through the offer stage and facilitate negotiations.
Review compensation and total rewards packages, utilizing external benchmarking as necessary.
Provide post-hire support.
Conduct check-in calls and monitor any pre-search expectations identified during the intake process.
Schedule and/or coordinate any required pre-hire assessments.
Review assessment results and provide appropriate feedback to both client and candidate.
