It can cost a company as much as $7,000 to place an ad. Add the cost of screening resumes, interviewing candidates, and checking references, all without any guarantee of finding the right person, and you are looking at a far greater expense.

We understand that. That's why we've developed a thorough screening and interview process - one that will save you time and money and ensure that we find the right match between your needs and the career goals and aspirations of the candidates.

We use the following methods for finding and recruiting candidates with the leadership skills and experience our clients are looking for. All of these methods are performed with full consideration for the confidentiality and privacy of all involved.

Determining Your Needs

A thorough understanding of your organizational needs is one of the most important aspects of the recruitment process. During the preliminary stages of the search process, we will gather information on the organization and the industry, the specifications and requirements of the position, as well as the parameters and objectives of the search. Upon engagement, we will prepare a candidate role profile based on your requirements, and the culture of your organization. This profile includes the key qualifications, experience, skills and personality traits required for the specific role. We go beyond the technical skills and probe into personality traits, interpersonal skills and attitude because finding the right "fit" is as important as finding the right skills and experience.

Our Database

We maintain a database of fully screened and highly skilled candidates. Because we store our resumes electronically, our recruiters are able to search any key words on a candidate's resume. With hundreds of fields to choose from, a single query will find the candidate with the right combination of skills and experience required to meet your criteria.

Direct Recruiting

We conduct direct recruiting within your industry. This allows us to identify the most suitable candidates available to fit your specific requirements. These candidates are usually employed and only become available when approached by a recruiter, who offers new employment opportunities beneficial to their career. All search assignments are conducted in full compliance with the existing Human Rights Code and other relevant employment legislation.

Referrals

Top candidates usually know and work with other highly skilled and experienced people. Receiving referrals from our pre-screened candidates is one of the most effective ways of recruiting other prospective candidates, many of whom may not be actively searching for new opportunities.

Internet Recruiting

We post job openings with the top recruiting sites on the Internet and recruit candidates from dozens of job sites. We also use the Internet to learn about relocations, mergers, acquisitions, management changes and other important developments critical to successful recruiting.

Newspaper Advertising

We often place employment ads in the classified section of the most widely read newspapers. This form of advertising is of no additional charge to our clients. Sometimes, however, our clients prefer to place their own larger display ads in the newspaper at their own cost. We can save you time and money by assisting you with your ad layouts and copy and passing on the benefit of our reduced rates.

Candidate Evaluation

Telephone Interview

Candidates are initially interviewed over the phone. We question them about their experience and skill levels, while assessing their personality. The first assessment over the phone as a first contact is important in evaluating their potential as a candidate.

Face-to-Face Interview

If candidates have successfully impressed us during the initial telephone screening we invite them to our office for a face-to-face interview. During this interview we will determine what type of position they require, what career path they would like to follow, what type of company they are best suited for, and obtain detailed information on their work experience and skills.

Evaluating Skills

As a critical element of the screening and selection process, we evaluate the candidate's "hard" and "soft" skills. We interview candidates for behavioral evaluation as well as completing target search interview questions. In addition we will give specific additional evaluation and testing if required by the client.

Checking References

We complete employment related references prior to placement of a candidate. We will confirm the following information:

• Employment confirmation (dates of employment, responsibilities, salary, and reason for
  leaving)
• Skills and competencies
• Punctuality and attendance
• Personal suitability (attitude, reliability, ability to follow instructions, ability to learn, ability to set priorities and meet deadlines)
• Key strengths and areas requiring improvement
• Interest in rehiring
• Leadership experience and methodology