|
1. |
Coordinate the job description. |
2. |
Interview Hiring Manager for
clarification of technical priorities. |
3. |
Research industry to locate logical
talent pool. |
4. |
Check existing database for leads. |
5. |
Source to narrow research results. |
6. |
RECRUIT! |
7. |
Qualify candidates by initial telephone
interviews against the necessary job essentials. |
8. |
Separate the potential finalists from
the window shoppers and under-qualified. |
9. |
Perform in-depth interviews with
potential finalists. |
10. |
Reference check performance with former
supervisors and colleagues
(upon request*). |
11. |
Check and verify candidates' credentials
(upon request*). |
12. |
Arrange and coordinate interviewing
schedules. |
13. |
Prepare and counsel nominees to allow
you to present your company in the best way possible. |
14. |
Prepare client for interviews by
providing full pre-interview information and , upon request, results
of reference and credential checks. |
15. |
Debrief candidates after each interview,
answering unanswered questions, etc. |
16. |
Debrief client hiring authority after
each interview, assessing strengths, weaknesses, incompatibilities,
etc. |
17. |
Coordinate next step with Hiring Manager
on possible offers to be made and set the stage for acceptance. |
18. |
Reconcile any differences with
successful candidate to smooth the way for offer acceptance. |
19. |
Assist successful candidate in cleanly
terminating current position. |
20. |
Follow up after placement to assure new
employee integration. |
*
Reference and credential
checks are performed by Priority offices upon request only.
Reference checking represents the best efforts of the Priority office
performing them, and should not be relied upon as the sole factor in
making a hiring decision. |