contingent
Recruit, and leverage known contacts, networks, and advertising to identify candidates.
Today’s hiring market is competitively fierce, and recruiting the right Executive or team member is a fundamental necessity. The only way to capitalize on the success and maintain your foothold in this ever-changing economy lies at the fingertips of an experienced leader and high performers with vision. We specialize in locating these sought-after professionals who can provide maximum value for our client’s unique needs.
Our process begins by immersing ourselves into our client industry, hiring requirements, and business drivers, enabling us to be fully aware of how we should tailor our services accordingly.
Industries Served
Banking
Energy
Insurance
Retail
Manufacturing
TMT
Process
No two businesses are the same. No two positions. No two hiring managers. Our recruiting experts have the tools, flexibility, and freedom to work with our clients to develop solutions that make long-term business and relationship sense. We consultatively work with clients to provide recruitment services that best fit their client needs and corporate cultures. While each recruitment approach is tailored with a practical way to pinpoint and locate great talent, the keys to success lie in the details and the needs of our clients.
We’ve built a recruiting process that attracts and helps our clients acquire and retain high-performing candidates. With our process, many of our clients have enjoyed a 92% retention rate.
Approach:
Precise Resource was founded on the premise that thoroughly understanding a client’s industry, culture, and business needs leads to success. Using our qualified network, challenging skill assessments, leadership competency profiling, Forensic Recruiting ™, and psychological evaluations, Precise Resource identifies candidates that meet your profile and can meld with your team.
1
Listen to needs – Define the Search Parameters
Visit the client, identify requirements, and understand business drivers for hiring.
- • Develop search criteria
- • Study the organizational structure of the client
- • Establish the compensation plan
- • Discuss the search strategy
2
Candidate Identification
- • Review companies the client considers “Hands Off”
- • Evaluate potential internal candidates and referrals
- • Identify competitor target sources
- • Assess organizational structures of target companies
- • Review target candidates (typically several hundred)
- • Narrow the list through general assessments
3
Candidate Development
- • Appraise the candidates’ per client specification
- • Conduct live interviews with potential finalists
- • Measure the “cultural and competency fit” per client specification
- • Conduct behavioral profiles where applicable
- • Analyze credentials
- • Prepare the shortlist the client
4
Prepare the Candidate Presentation (Profile)
- • Deeper reference checks for the finalists
- • Finalists prepare a white paper for the profile
- • Organize interview profiles
- • Prepare Behavioral Profiles as applicable
- • Develop interview schedule with finalists and client
5
Present Profile
- • Review Profiles, including research notations
- • Present competitive marketplace comments
- • Execute recruiting strategy with the client
- • Arrange formal short list interview schedule
- • Client interviews
- • Rank candidates
- • Negotiate salary and benefits (IRW will participate)
- • Prepare Transition strategy
- • Candidate acceptance
6
Transition
- • Execute transition and retention strategy
- • We work with both parties very closely at this point
- • Warrant candidate for one year per client agreement
- • Follow-Up
Search Capabilities
a Board Level
b Executive Search
c IT / Technical Recruitment