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Step Two – Learning the Firm’s Approach and Processes
Ask these key questions:
- Who will be meeting personally with the hiring manager and key executives at my company and who will be involved in the hiring process?
- Will a written and comprehensive summary of the position requirements be provided and by when? This document elaborates on the company, scope of the position, expectations, etc. and should always be pulled together by the search consultant who met with the hiring team from inside the company.
- Be sure to ask the search consultant which companies are off-limits. These are companies that retained the firm in the past and have agreements in place that preclude or limit them from directly recruiting company employees. Typically, these agreements are in place for two years beyond the last retained search project with a company. With large global firms this could be half of the companies that you would like the search firm to penetrate.
- Who will actually conduct the research efforts on the targeted companies and individuals? Will this be done by administrative people or by the actual recruiter?
- Who will actually contact the candidates in the direct recruiting efforts? Will these be trainees in recruiting or experienced people in the firm or the actual senior recruiter managing the assignment?
- Who will conduct the interviews with the candidates? Will they have a good feel for the chemistry and fit issues which are the number one criteria to a successful hire?
- Who will handle the reference checks and will they know the vital questions to ask to ascertain candidate expertise and fit issues as well as future advancement potential?
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