Complete and Thorough Search

The Sales Consultants of Atlanta-Fayetteville process illustrates our approach to undertake a complete and thorough search campaign.

• Obtain complete job order including how we can attract candidates from client's largest competitors or companies client favors.
• If requested by client, obtain profile of ideal candidate, providing the option of personality profiling of client's top performing employees. This composite personality profile may be used for screening candidates.
• Consult client on our knowledge of industry compensation standards.
• Conduct research of marketplace to include client's direct, indirect and favored competitors. Determine and identify additional companies that employ candidates with desirable skill sets.
• Complete list of targeted companies and candidates. Review and revise this list with client.
• In-depth Recruiter telephone interview with candidates to determing the following three things:
• Do they have the appropriate background?
• Are they willing to change jobs/relocate for the right opportunity?
• Determine if candidate's career goals will be satisfied by client's opportunity?
• Present to client shorter list of qualified candidates.  Request client feedback
• Submit resumes to client and discuss results of in-depth Recruiter candidate interviews.
• Arrange first face-to-face or phone interviews with client.  For both the phone and first face-to-face interview, we recommend, as a minimum, the candidate interview with the person who the candidate will report to and his/her boss. 
• Prepare candidates for first face-to-face or phone interview including company's or hiring authority's style.
• If phone interview conducted, prepare client and candidate for first face-to-face interview including cleint/candidate concerns/goals and any feedback from phone interview.
• Debrief candidate and client. Professionally release any candidate the client does not wish to pursue.
• Provide results of in-depth reference checking to client.
• Arrange second face-to-face interviews and discuss concerns.
• Verify earnings and negotiate package to be offered to ensure satisfaction of client and candidate.
• If requested by client, provide educational verification, credit history, motor vehicle records, drug testing, etc.
• If requested by client, transmit verbal offer to candidate and relay acceptance of verbal offer to client.  We always recommend this approach before a formal, written offer is sent.
• Consult with candidate regarding resignation and what action to take regarding a counter-offer.
• Confirm offer acceptance.  Confirm start date. Candidate will confirm in writing. Remain in contact with candidate and client through start date and initial phases of employment.
• Verify with client that candidate hire was successfully completed.
• Request client provide a reference letter and be considered a source of reference in the future.
• Follow-up 30 days after hire date to discuss with both client and candidate.  Provide feedback.