Paul Hawkinson, former editor of The Fordyce Letter and author of this article, explains that it has been modified since it was originally printed in TFL.
He notes, “The original article listed 30 steps in the process rather than 26. The process has been shrunk to a key 26 rather than the original 30. Many of those steps had to do with internal things, such as sending an invoice, etc.”
When someone asks you for a discounted fee, ask them (by phone or email) which of the following steps should be eliminated. Think of others to fill out your list:
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1. |
Coordinate the job description. |
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2. |
Interview hiring manager for clarification of real needs. |
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3. |
Research the real benefits and attractions of the company to entice the candidate |
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4. |
Research to locate logical talent pool. |
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5. |
Check existing database for leads. |
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6. |
Source to narrow research results. |
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7. |
Recruit. |
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8. |
Qualify candidates by initial telephone interviews against the necessary job essentials. |
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9. |
Sift the potential finalists from the window shoppers, tire-kickers, and under-qualified. |
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10. |
Perform in-depth interviews with potential finalists. |
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11. |
Reference check performance with former supervisors and colleagues. |
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12. |
Check and verify candidates’ credentials. |
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13. |
Test, rank, and evaluate chosen nominees. |
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14. |
Arrange and coordinate interviewing schedule. |
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15. |
Prepare and counsel nominees for interviews by spelling out company needs, culture, organizational fit, hiring authority personality, etc. |
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16. |
Prepare client for interviews by providing full pre-interview information as well as results of reference and credential checks. |
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17. |
Debrief candidates after each interview, answering unanswered questions, etc. |
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18. |
Debrief client hiring authority after each interview, assessing strengths, weaknesses, incompatibilities, etc. |
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19. |
Coordinate with hiring manager on possible offers to be made and set the stage for acceptance. |
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20. |
Participate with company in providing the necessary information required for negotiating an acceptable offer. |
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21. |
Reconcile any differences with successful candidate to smooth way for offer acceptance. |
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22. |
Arrange with Realtors, Chambers of Commerce, relocation consultants, moving companies, etc., to assure that candidate (and spouse) is aware of details in new location. |
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23. |
Provide candidate with housing location assistance, school information, community integration |
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24. |
Assist successful candidate in cleanly terminating current position. |
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25. |
Work with spouse placement (if necessary). |
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26. |
Follow-up after placement to assure new employee integration. |
(This article reprinted with permission from The Fordyce Letter.)
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