These are my 25 steps to successful recruitment.

  1. I take a comprehensive briefing from the company owner or line manager. This, in my opinion, is the foundation of a successful search and getting this right at the start minimizes the chance of things going wrong. The questions I will ask are designed to delve deep into exactly who it is you need to attain your business goals. At least thirty minutes is required for this step and it is normally done on the phone.
  2. I will ask you questions about the background of the incumbent or your wish list for a new position based on the profile of your top performing employees. This composite personality profile will help me when it comes to screening candidates.
  3. We discuss industry compensation standards and what competitors' compensation profiles are.
  4. I will compile 'white papers' for each of the jobs and email them to you for approval. This is an opportunity to make amendments if required and it ensures we are both 'on the same page.'
  5. I will ask you for interview 'slots' for the week beginning 20 working days after engaging me.
  6. My project team will be briefed on the assignment and will research the marketplace, including your direct and indirect competitors. Additional companies that employ candidates with desirable skill sets will also be determined and approached.
  7. My team shortlists candidates and I interview them to ascertain three initial things: Do they have the appropriate background? Are they willing to change jobs for the right opportunity? Do they possess the essential criteria agreed with you?
  8. The best candidates are then in-depth telephone interviewed. Examples of my interview questions can be emailed to you if requested and this process typically takes at least 30 minutes for each candidate.
  9. If desired, face-to-face interviews or video teleconferencing is conducted for qualified candidates.
  10. The CVs of the best 2-3 candidates will be submitted with my CV commentary - an add-on to the CV highlighting relevant points that may not be apparent from the CV alone. This will also include any concerns I may have.
  11. You give feedback and the first face-to-face, telephone or video teleconferencing interviews take place.
  12. The candidate is prepared for first interview stating the company's interests.
  13. You are prepared for first interview stating the candidate's particular interests.
  14. The candidate is debriefed.
  15. The client is debriefed and any candidate the client does not wish to pursue is professionally released.
  16. If you want to carry out referencing then the details of the referees will be given to you.
  17. Second interviews are arranged and any concerns are dealt with.
  18. The candidate and client are debriefed. Debriefing template questions can be emailed if desired.
  19. Salary and package are negotiated and offered, ensuring satisfaction for both parties.
  20. If ordered, P60, educational, credit history, motor vehicle records, drug testing and other checks will be verified.
  21. Consult with candidate about resignation and any counter-offer received.
  22. Confirm start date. To be confirmed in writing by the client and candidate.
  23. Remain in contact with candidate and client through start date and initial phase of employment. Weekly updates to both are part of the normal routine.
  24. Provide a post placement analysis and verify with you that the assignment was successfully completed.
  25. Finally, request that the client and candidate(s) provide a reference letter or LinkedIn recommendation and agree to be considered a source of reference in the future. All recommendations will be reciprocated.