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Frequently Asked Questions

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How long will the search take?

Ninety days is a good average. The ideal search would take one phone call to the right candidate. However, this seldom happens. We will need time to fully understand your position, conduct industry research and develop a target candidate list. Then we conduct telephone and personal interviews to reduce the initial list to a "short list."

We interview candidates at our location or travel to complete multiple interviews when feasible according to an interview plan to save you time and expenses.  Client & candidate interviews almost always present scheduling challenges because you will usually want a candidate to interview with several of your people. Negotiations and approvals of compensation and relocation packages usually take time also. Return to top

When will we be able to interview candidates?

30-45 days is normal. We strive to present three to five candidates within 30-45 days. We will try to present an initial candidate as soon as possible to determine whether we are on track. We recommend three to five candidates because less than three does not give you much choice and more than five can confuse the decision. If you are not satisfied with the initial candidates, we will readjust our efforts and present additional candidates. Return to top

What can be done to accelerate the process?

Work closely with us. If you are available to review our research, interview candidates and make timely decisions, the search will usually move quickly. Our longest and most difficult searches are those where our client's attention is diverted (often unavoidably) to other priorities. Return to top

How do you find candidates?

Research and networking! We find candidates by using a combination of research and networking as well as our extensive database. Initially, using a variety of sources, we develop a list of candidates with the right qualifications. We then contact them directly. This initial group will inevitably uncover additional candidates. Return to top

Do you advertise?

Not normally. Advertising usually produces a multitude of discontented average performers. They are frequently more interested in changing jobs than doing their present job well. They often overstate their qualifications in order to get an interview. We have found that the best candidates seldom respond even if they are shown an advertisement. They are too busy. The most qualified candidates are often somewhat reluctant when first contacted. They must be aggressively recruited and sold on the benefits of an opportunity. Return to top

Are there other reasons not to advertise?

Yes. Advertising is a passive approach that is both expensive and unpredictable. Informing applicants of your requirements often results in falsified resumes. You may not want your competitors knowing your staffing deficiencies. Finally, advertising may attract a flow of unrelated applicants who will waste time and create unnecessary legal liabilities. We have found that nothing beats directly contacting potential candidates who are currently working in similar positions. We look for candidates, not applicants. Return to top

What if we uncover a candidate on our own?

Let us know. You are retaining us to manage the recruiting process for you. If you encounter a candidate in whom you are interested, we will evaluate and qualify that person in the same way as all other candidates. This will insure that references are checked and that we can help with compensation and relocation negotiations. We want you to have the best possible choice of candidates. Finding candidates is only part of the job. Evaluating, qualifying and recruiting is where our expertise makes the difference. Return to top

What if someone else recommends a candidate?

Let us know. If the other person is another recruiter, you could end up paying another fee. To avoid any chance of this, you should not accept candidates from other recruiters once you have retained us. If the other person is not a recruiter, this is probably not an issue. In any event, let us know so we can protect you. Return to top

What can we do to assist the search?

Be actively involved. Passing time is the biggest single factor endangering a search. Candidates have a short "shelf life". Once candidates are presented, the process must move rapidly. When things bog down, candidates lose interest and they doubt your commitment. Also, alternative opportunities may present themselves and the candidate's employer may have ample time to make effective counter offers. When the final candidate is identified, decisive action needs to be taken to complete the search quickly. Return to top

What should we do if our job requirements change?

Let us know. This is normal. As you interview candidates, you will usually continue to define the position. The sooner we know your changes, the sooner we can adjust our efforts. Return to top

What about candidate references?

Candidate references must be checked carefully. We ask each finalist candidate to provide references from direct supervisors, subordinates, customers and others. We also uncover secondary references not given by the candidate. We develop a broad picture of a candidate from many different sources. We want to understand each candidate honestly as a person with human strengths and shortcomings. Past performance is a strong indicator of how a candidate will probably perform in the future.

We will provide a summary of what the references tell us. We strongly encourage you to talk directly with references when you have selected a final candidate. Return to top