Our search process has ten crucial steps that ensure we work together with the client to locate and recruit the best candidate each and every time. Going through such a thorough search process that truly screens for fit allows our clients to optimize their efforts to keep long-term human resources costs down through lower employee turnover.
Our role: Prior to search launch, we garner a deep understanding of your business and needs. Our discovery meeting enables us to clearly articulate company selling points and the candidate knowledge, skills and abilities (KSA’s) required to perform the job. Based on your job description, we prepare a summary narrative that represents our mutual understanding of the message we will use to attract qualified candidates and the performance profiles of these candidates. Your role: In depth briefing with one of our consultants.
2. Search Strategy:
Our role: Using our experience and knowledge we design the most appropriate search strategy and fee structure. Your role: Agree on the approach, terms and conditions.
3. Search Universe:
Our role: We mutually agree upon which organizations and teams to target. Your role: Work closely with us to define the target market.
Our role: After your search strategy and narrative are developed, we define the resources we will leverage to identify candidates. Our research team will identify the appropriate individual within each target
organization. We identify both top-down as well as bottoms-up resources, which can include our
proprietary database, a deep referral network, and primary research that focuses on competitor
Our role: In parallel with our sourcing work, we review the credentials of applicants and categorize based on mutually agreed criteria. For top prospects, we review their resume / CV or other materials, complete an initial interview and, if a prospective fit exists, act as an ambassador for your company and present the
applicant with the opportunity.
Our role: With candidate concurrence and interest, we then prepare a summary narrative of the candidate’s strengths and deficiencies pertaining to the role and present this narrative along with a resume / CV and/or other information provided by the candidate. Your role: Review the target list and agree which potential candidates are of most interest.
Our role: GeneCoda® is a data-driven organization, and we share with our clients the process we use to qualify candidates. We present extensive information not only about candidates who are interested but also about those who are not—and why they are not open to a new opportunity. Your role: Decide which candidates that you want to take forward to first interview.
Our role: As your interview process commences, we assist the candidate in basic interview preparation and assure logistics. After each interview, we debrief with you and the candidate to assess further interest. If a candidate is not a fit for the role, we will manage a professional disconnection with the candidate. Your role: Provide us with your feedback after each stage of the interview process.
Our role: Once the interview process has concluded with an intention to extend an offer to a selected candidate, we conduct reference checks and any other background checks or behavioral assessments[i]. We reconfirm compensation expectations and other logistics with you and the selected candidate prior to offer preparation. We then present a verbal and/or written offer to the selected candidate. Your role: Present formal offer of employment to chosen candidate.
Our role: When the offer is accepted, and all other screenings are complete, we professionally disconnect any other prospects. Through transition coaching, we assist the new hire with the common dynamics of resigning from a position. We follow up post-start with you and the placed candidate to ensure mutual satisfaction.