302-658-1166 Staff@CPASearchGroup.com
 |
Home | |
|
Search Process | |
|
Frequent Questions | |
|---|
| NAVIGATE: |
|
|---|
|
Frequently Asked Questions How long will the search take? Ninety days is a good average. We need time to develop a position profile, conduct industry research and develop a target candidate list. When will we be able to interview candidates? 30-45 days is normal. We strive to present three to five candidates within 30-45 days. We will try to present an initial candidate as soon as possible to determine whether we are on track. We recommend three to five candidates because less than three does not give you much choice and more than five can confuse the decision. What can be done to accelerate the process? Work closely with us. If you are available to review our research, interview candidates and make timely decisions, the search will usually move quickly. Our longest and most difficult searches are those where our client's attention is diverted (often unavoidably) to other priorities. How do you find candidates? Research and networking! We find candidates by using a combination of research and networking as well as our extensive database. Initially, using a variety of sources, we develop a list of candidates with the right qualifications. We then contact them directly. Do you advertise? Yes. In addition to our network, we advertise in a multiple mediums. This produces a multitude of interested performers. What if we uncover a candidate on our own? Let us know. You are retaining us to manage the external recruiting process for you. If you encounter a candidate in whom you are interested, we will help you evaluate and qualify that person in the same way as all other candidates. This will insure that references are checked and that we can help with compensation and relocation negotiations. We want you to have the best possible choice of candidates. What if someone else recommends a candidate? Let us know. If the other person is another recruiter, you could end up paying another fee. To avoid any chance of this, you should not accept candidates from other recruiters once you have retained us. If the other person is not a recruiter, this is probably not an issue. In any event, let us know so we can protect you. What can we do to assist the search? Be actively involved. Passing time is the biggest single factor endangering a search. Candidates have a short "shelf life". Once candidates are presented, the process must move rapidly. When things bog down, candidates lose interest and they doubt your commitment. Also, alternative opportunities may present themselves and the candidate's employer may have ample time to make effective counter offers. When the final candidate is identified, decisive action needs to be taken to complete the search quickly. What should we do if our job requirements change? Let us know. This is normal. As you interview candidates, you will usually continue to define the position. The sooner we know your changes, the sooner we can adjust our efforts. What about candidate references? Candidate references must be checked carefully. We ask each finalist candidate to provide references from direct supervisors, subordinates, customers and others. We also uncover secondary references not given by the candidate. We develop a broad picture of a candidate from many different sources. We want to understand each candidate honestly as a person with human strengths and shortcomings. Past performance is a strong indicator of how a candidate will probably perform in the future. We will provide a summary of what the references tell us. We strongly encourage you to talk directly with references when you have selected a final candidate. |
|
|
|