we contact potential candidates, we present the opportunity to
see if they would be interested in exploring it, and filter their
qualifications against the position requirements.
position description is then forwarded to candidates we feel are
promising. At the same time, we obtain their resume for review.
We then either personally meet with these candidates, or spend
time on the phone thoroughly interviewing them reviewing their
qualifications to make sure they are a fit for the position, and
answering their questions regarding the company’s opportunity
are requested and preliminary reference checks (two or three)
are conducted. If we feel we have an excellent candidate that
is interested and meets the criteria, we move forward to present
them to the client and a meeting is arranged.
the client feels comfortable with the candidate, we continue the
reference checking and present the results in writing for our
client to review. Since we are pursuing multiple candidates, the
search, review, and client interview processes overlap as the
search moves forward.
the client indicates which candidate they prefer, we work closely
with them to present an offer that would be appealing to the candidate.
our initial interview process we learn what the candidates’ compensation
requirements are, and we also discuss housing and relocation issues
long does it normally take to fill a position?
a planning perspective, allow at least three months to bring someone
on board. It takes about 30 days to target companies, perform
the research, contact initial candidates, qualify, obtain resumes,
conduct reference checks and introduce them to the client. We
continue from there until the search is filled.
experience do you bring to my industry?
have dealt with thousands of candidates, representing a wide variety
of vertical markets. These include applications and systems software;
computer and network development; consumer products and peripherals;
hardware and software systems; Internet and e-commerce; and telecom/wireless.
We’re comfortable performing senior executive and mid-level searches
in many different industries.
hiring a search firm, it’s important to establish a level of communication
and trust with the search firm, since they will become an extension
of your organization while they are recruiting. It’s vital to
make sure that the senior members of the recruiting firm are your
key day-to-day contacts.
Strategic Alternatives, we wear a number of hats –serving as senior
level consultants, investigators, sales people, even as ‘coaches’
during the recruitment process. We’re able to effectively handle
any type of executive level search for our varied clients.
do you expect from us?
and your management team need to be available to review and interview
candidates in a timely manner, as well as deliver a consistent
message to the prospective hires.
you involved in the negotiation with the candidates?
recommend to you what type of package would be required to attract
the candidate, but the company extends the offer. We work on the
sideline to foster closure by helping resolve any differences
or concerns, and help negotiate any items to complete the hire.
We stay in touch with client firm and hired candidate to make
sure the transition is a smooth one.