| |
- Research the prospective client, their business and their
reputation within the marketplace.
- Interview prospective client's management team to determine the
goals of the organization.
- Ascertain the goals for the recruiting search of your firm.
- Determine the role, responsibilities and growth potential as
well as required professional background.
- Review compensation for the role and share appropriate
industry and market feedback.
- Determine the viability of the search and develop the final
search specifications with the client.
- Gain acceptance of the final search specifications and sign
placement fee agreements.
- Research competitors and similar industries to locate the
logical talent pool.
- Source MRT's internal database of 8,000+ candidates for
possible fits and to develop additional contacts.
- Conduct Referral Based Recruiting and Cold Calling campaign to
develop potential candidates.
- Post the position on Monster Boards to develop additional
names for Referral Based Recruiting.
- Screen all potential recruits relative to the position's
requirements separating potential finalists from
window-shoppers.
- Ensure sincerity to make a career move, relocate if required
and accept an offer within the client's salary (offer) range.
- Conduct professional and technical reference checks for all
potential finalists.
- Conduct appropriate technical screening utilizing Qwiz
On-Line as well as in-house testing products.
- Talk with the candidate's spouse (if relevant) to ensure
commitment to the process.
- Rank, evaluate and narrow the field to the top 3 candidates
for presentation to the client.
- Make a verbal presentation to the hiring manager of all
finalists. Establish interest in the candidates.
- Formally present the finalist's resumes, references and
appropriate testing to the hiring manager.
- Prepare and counsel finalists to assist them in presenting
their relevant qualifications most effectively.
- Prepare the client for all interviews by reviewing the
background of the finalists, discussing strengths and weaknesses
as well as reviewing what issues are important to the
prospective hires.
- Debrief each of the finalists determining their interest
level, commitment and salary requirements.
- Fully debrief the client; assess candidate’s
strengths/weaknesses/chemistry and determine the appropriate
next step.
- Strategize with the client to develop an appropriate hiring
package. Ensure candidate acceptance.
- Extend the offer to the candidate. Gain their acceptance and
confirm the start date.
- Coach the successful candidate through the resignation and
transitional process.
- Arrange with realtors, relocation consultants and schools as
necessary to assist in the relocation process.
- Assist in spousal placement if necessary.
|
 How We Work
Our Clients and References
Letter to Prospective Clients
Like most IT departments in the area, we have a list of recruiting
agencies from which to choose. We do business with Martineau
Recruiting because they provide us with high quality candidates
that greatly reduce the amount of time we spend interviewing.
Their knowledge of the talent pool in the local area is
invaluable when trying to minimize expense and reduce time.
Director of Corporate Applications Development
RF Micro Devices
|
|
