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We have a 4 part system

Part 1
•Assemble the search team to gather information.
•Conduct a meeting with the hiring manager to understand the expectations for the position.
•Assess the challenges for the search, agree on a successful search strategy, and craft a position profile.
•Gather ACE staff together who have conducted similar searches or have direct industry experience
•Leveraging our relevant contacts
•Tap existing networks.
•Create an early slate of “hot potential candidates.”

Part 2
•Contact the candidates listed by researchers & assess level of qualification.
•Pursue hot candidates by using our proprietary research process & view of all potential source companies.
•Identify every individual currently performing or who can be promoted to this role;
•Provide a final candidate slate of 3-5 top candidates.
•Conduct all initial interviewing with prospective candidates.
•Report a comprehensive candidate summary along with recommended action steps.

Part 3
•Schedule interviews & manage coordination of logistics including travel and hotel arrangements
•Provide feedback to the client and the candidate concerning post-interview thoughts and impressions.
•Continue to recruit and have a list of “back-up” candidates.

Part 4
•Obtain a list of references from candidate
•Pursue non-supplied references
•Check references and provide the client with a report
•Provide the client with market compensation data (upon requested)
•Ask candidate for open issues and total compensation requirements
•Assist with the offer negotiation
•Monitor the resignation process and develop a transition strategy –
Key step = most recruitments are loss at this step –
Cause = lack of communication and follow through