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There is a measure of art to effective search and recruitment. The widest possible net must be cast, and a wealth of considerations must be wisely balanced. The employer’s needs must be accurately defined and the candidates’ qualifications accurately judged. In the end, successful placements hinge on a full understanding of both organizational requirements and personal aspirations.
At Walker Communications, our definition of a "qualified candidate," be they a rising star or a seasoned pro, is one who genuinely meets your qualifications and fits within the culture of your company. As with our consulting and mergers and acquisition work, our search and recruitment efforts follow a deliberately organized process. This includes:
a) an analysis and review of your current staffing, the open position and an assessment of your future needs
b) development of the job description: (i.e., an outline of the required background and experience for the position; the duties and responsibilities of the position; the reporting channels, and compensation parameters, etc.)
c) the actual "search" (prospective candidate research, prospect availability assessment, pre-interview screening, review of prospect biographies, initial reference checks, etc.)
d) recruitment (interview scheduling and management, final reference checks, compensation negotiation and management, employment agreements and contracts, client and candidate debriefing, development of the written offer, etc.)
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