| |
- 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
I have worked with Martineau Recruiting Technology for the past
10 years. Most recently we've utilized them to conduct several
retained searches. I have always found them to be an effective
and professional extension of our IT team at Lincoln Financial.
The main reasons that we chose to work with them specifically
are:
- They are effective at finding qualified, high quality candidates
- They are the best I've ever seen at finding the correct match to
our specifications without wasting our time
- The Martineau team has helped us make the right offer, sold it
to the candidate and ensured that everyone involved was
delighted with the outcome.
CIO-Shared Services
Lincoln Financial Group, Inc.
|
|
