• Understand fully your needs and expectations relative to the position being recruited.
• Establish essential information about your company to inform potential candidates about your position.
• Confirm our fee and guarantee schedule. Provide clear understanding of our exclusive contingency-based recruitment as a fixed percentage of the annual compensation and our 3-month guarantee.
• Establish your company's hiring process (method, time frame, interview procedure, testing, if desirable).

2. THE SEARCH PROCEDURE:

• Review our extensive candidate database of resumes (occupation, industry, skills).
• Actively recruit candidates directly from industry .
• Strategically advertise when necessary .
• Post all positions on our website.
• Match candidates' skills such as education, training, and experience with the position requirements.
• Provide a candidate profile as a summary resulting from candidates' career history review.
• Conduct candidate interviews in person or where necessary, by phone.
• Identify candidates' career expectations and goals and relate them to the position.
• Relocation requirements are determined where applicable such as individual, family, or community. Provide candidates with information about the position, company, and compensation package.
• Conduct employment reference inquiries.
• Identify candidates' career expectations and goals and how they relate to the position.
• Assess relocation requirements where applicable (individual/family/community) .
• Provide candidates with information about the position, the company, and the compensation and benefits.
• Conduct initial reference inquiries.
• Summarize this information in written candidate profiles.

3. CANDIDATE SHORTLIST PRESENTATION:

• Present shortlist of candidates for your evaluation and approval, including profiles, resumes, and reference inquiries.
• Follow up to receive your impressions and to address any concerns.

4. ARRANGE CANDIDATE INTERVIEWS FOR CLIENT:

• Converse with client to determine date, time, and location of interviews.
• Contact selected candidates to confirm and arrange interviews.
• Arrange for a realtor's consultation with prospective candidates as indicated.

5. FOLLOWING-UP:

• Follow-up with client regarding interviews, decisions made, and any additional instructions.
• Follow-up with candidates to receive their feedback and address concerns where appropriate.
• Co-ordinate the offer of employment if requested.

6. CLOSING YOUR ORDER:

• Final communication with the successful candidate to confirm all issues are addressed.
• Personally inform the candidates who were unsuccessful.
• Submit invoice for recruiting fee on the date that the offer of employment is accepted by the candidate.