The Pursell Group Recruiting Process

1. Coordinate the job description.
2. Interview the hiring manager for clarification of needs.
3. Research to locate the logical talent pool.
4. Check our existing databases for leads.
5. Source to narrow our research results.
6. Recruit.
7. Qualify candidates by initial telephone interview against the necessary job essentials.
8. Sift the potential finalists from the wishful thinkers, window shoppers, tire kickers, and underqualified.
9. Perform in-depth interviews with potential finalists.
10. Reference check performance if requested by client.  Most clients prefer to perform their own reference checks.
11. Check and verify the finalists' credentials if requested by client.*  Most clients prefer to perform their own checks.
    *(There will be an extra fee for this)
12. Arrange and coordinate the interview schedule.
13. Prepare and counsel nominees for interviews by spelling out company needs, culture, organizational fit, hiring authority, personality, etc.
14. Debrief candidates after each interview, answering questions, etc.
15. Debrief client hiring authority after each interview, assessing strengths, weaknesses, incompatibilities, etc.
16. Coordinate with hiring manager on possible offers to be made and set the stage for acceptance.
17. Participate with company in providing necessary information required for negotiating an acceptable offer.
18. Reconcile any differences with successful candidate to smooth way for offer acceptance.
19. Arrange with realtors, Chambers of Commerce, relocation consultants, moving companies, etc. to assure the candidate (and spouse) is aware of details regarding new location if client requests.  Many clients have their own relocation department and prefer to handle this step internaly.
20. Work with spousal placement, if necessary.
21. Follow up after placement to assure new employee integration.