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Why FPC Of Hinsdale?

FPC Of Hinsdale Recruiting Process

Our recruiters are trained professionals who serve as consultants throughout the hiring process. We recognize that every manager that we work with has many pressing priorities other than interviewing. It is our responsibility to seek out the best available candidates and make hiring them as easy as possible.

Our role in the hiring process includes the following:

Needs Analysis

It is important that we fully understand not only the day-to-day responsibilities of the person you will hire, but also the nuances of your requirements, including the type of candidate that will fit in well with your corporate mission and culture. With that understanding, we can set about the task of identifying the one to three candidates you should interview in order to make a hiring decision.

Targeting The Right Candidates

We will work with you to identify a list of companies we will target in our search for the best talent. By including you in the process, we give you the opportunity to keep us from approaching a company you want to avoid.

Contacting A Broad List Of Potential Candidates

This phase includes presenting the opportunity in terms that will attract interest without identifying your company or exaggerating your situation in any way. Candidates should enter the interview process optimistically, but with realistic expectations. Managing expectations is a critical aspect of our role.

Screen And Interview The Long List

This phase is where exclusion and inclusion meet. We screen out candidates who do not meet your criteria and uncover any concerns of the few who make the short list. We take the time to develop good relationships with these candidates in order to make sure that questions and concerns come to light as early as possible. This gives you the opportunity to address them during the interview process if you so choose.

Present The Short List

There are no perfect candidates. Presenting a candidate means making you aware of how he or she meets your requirements and also pointing out possible areas of concern. It also encompasses assisting in scheduling all interviews.

Briefing And Debriefing

Information regarding any concerns or hesitations a candidate may have is shared with you prior to the interview stage. After each round of interviews, debriefing techniques are used to uncover any remaining areas of concern.

Consultation And Evaluation

Consultation runs through the entire process. As part of our effort to assist you in making the best hiring decision, we candidly discuss candidate strengths and weaknesses and any other relevant issues that arise.

Closure

There are always factors, other than money, that determine a candidate's preparedness to accept a new position. In this phase, working closely with management, we continue to uncover and address issues that concern the candidate. The objective is to bring the candidate to the point where he or she is ready to accept a reasonable offer.

Testing An Offer

While it is always the client's decision whom to hire, it is the recruiter's responsibility to be sure the selected candidate actually gets hired. Having the recruiter test an offer on the candidate before it is officially extended is a proven value. It raises the likelihood that the final, official offer (which should be extended by the client manager), will be accepted.

Negotiating

While some managers, and even some candidates, prefer to do their own negotiating, our recommendation is always to let us act as intermediaries in this phase. Having to negotiate with a prospective employee or employer is an emotionally charged task and working through a third party often eases the strain on both parties. In addition, working through a facilitator also allows each party to reflect before responding, without having to react immediately. A skilled recruiter will be able to help both manager and candidate over this difficult step.

Reference Checking

At the client's request, our staff can perform reference checks quickly and efficiently. The process will include any specific questions you would like us to ask. Information gathered is passed on as we hear it and will include the name and phone number of any individual we contact.

Final Details

The hiring process often requires handling unusual details that may not seem important to an outsider, but may be critical to the candidate. One example is providing information on school systems or recreation facilities in a community. Another would be to work through a vacation issue in which a new employee may have planned a vacation months in advance, only to find that the date of departure is now the beginning of his/her third week of employment. Whatever the circumstance, we will work with both the candidate and management to uncover such details early and find a solution.

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