Employers: How To Work With Search Firms

What is the best way to work with a search and recruitment firm?

Open communication is the key. The Search Consultant expects to get ample enough time from the hiring authority at the time of the job order in order that we can match your needs and request as specifically as possible. Time spent on the front end will save you time in the end. The Search Consultant is better able to match the needs in more expeditious manner.

We need to know what to expect from your manager in terms of interview process and time frames. This is important so that we can properly prepare the candidate. It is our job to properly position your company as a firm with a well thought out process and plan for filling this position.

Also, we need to know how to be your Public Relations Manager. As we search and interview potential candidates, there is times when we must defend your company’s reputation. So if there is something negative that we are going to hear, tell us about it and how we should represent you.

Lastly, it is very important to brief and debrief our Search Consultant on each of your interviews with the MSG candidates. Giving immediate feedback is important for the candidate to keep interests high or to keep candidates from thinking poorly of your company. Please remember that each search and recruitment activity by your company has a direct impact upon your company’s image since you are interfacing with potential consumers or clients. Why not take this opportunity to professionally shine!

What can I expect from your services?

Our job duties consist of:

Gaining a thorough job order from your hiring manager
Putting together the search plan including contact companies and potential candidates
50-100 phone calls per day to potential candidates and referral sources
Acting as a Public Relations person on behalf of your company in handling any negative comments or concerns by potential candidates
Give you feedback as to what we are hearing in the marketplace about your company as compared to the competitors; examples would be competitiveness of your salary structure, incentive programs, market share within a certain geographic area, rumors about service capabilities, new competitors, etc.
Initial telephone screening of potential candidates
Collection of resumes, professional references, personality profiles, and other reference materials; electronic files of resumes will be emailed to your hiring manager
In-depth interview including behavorial interview question format
Reminder phone calls to both employer and candidate prior to interviews
De-briefing phone calls to both employer and candidate post interview
Interview and appointment coordination on behalf of the employer including willingness to help coordinate travel arrangements
Job Reference checks; education and professional licensure checks
Optional duties would include motor vehicle or criminal checks which are usually reserved as functions performed by the employer’s human resource departments
MSG is responsible for notifying all candidates that have been turned away or turned down during the interview process