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Global
Resources's mission
goes beyond merely filling a staffing need. We focus on profiling
and identifying candidates who not only meet the stated
specifications for an assignment, but who will also be valued and
lasting additions to the corporate management team over many years.
The goal is to secure a human resource who produces optimal returns
and contributions, in the manner of a valuable investment. When
properly conducted the search process will, by its very nature, add
significant value to the hiring process.
Before we begin any assignment we spend several hours with the
hiring manager and, whenever possible, the Human Resource
professional who will manage or co-ordinate the search. We help
formulate the position specifications. We learn the culture of the
company. We identify the critical factors for success and failure as
they pertain to each unique company situation.
By learning as much as we can about how the company operates we are
able to determine the appropriate combination of technical,
management, business, and planning skills required for each
assignment. We assess the personality style that will best blend
with the organization. Our goal is to identify a candidate who will
combine the right business and technical experience with those
intangible traits that will lead to long-term success within the new
environment. This holistic approach avoids temporary fixes and
produces lasting results.
Corporate and Cultural Overview
Before we can effectively recruit for a client company we first need
to understand the qualities that will lead to long term success.
Working with our new partner we assess the corporate and individual
styles, culture, and policies to help us determine the type of
person who will best fit in. Only then can we focus on the specific
position requirements.
Position Description
During what is usually at least an intensive meeting with the hiring
manager, Human Resources, and any other key members of the
organization who can add value to the process, we mutually develop a
formal Position Description. This document defines the position
responsibilities, the most immediate challenges to be faced by the
new hire, and those qualifications preferred and/or required of the
successful candidate. Once approved by the client company, this
Position Description becomes our key document in the identification
and recruiting of qualified candidates.
Benchmarking
Whenever possible (and always with a new client) we
attempt to present a benchmark candidate within two weeks of
beginning work on the assignment. Typically this candidate is
selected from our extensive files and will be what we perceive as a
general fit for the position as we understand it. This allows for
quick calibration and, if necessary, refinement of the original
Position Description. It is not unusual for the benchmark candidate
to be asked back as a finalist by the hiring company.
Research and Recruiting
Since most assignments in IT are dependent on specific
industry background, and since our comprehensive database consists
solely of professionals, it is rare that a great deal of actual
research is needed. Most times we can begin the recruiting process
within a week of receiving a sign-off on the Position Description.
Any required research and all recruiting is performed by our own
staff and never farmed out to third parties. We will talk to
literally scores of potentially qualified candidates during this
phase.
Personal Interviews and Client Presentation
Those candidates who seem to be on target are interviewed in depth
by a senior member of our staff. GR's policy dictates that the
partner who is managing the assignment must meet with all candidates
who are ultimately presented to the client. During the interview we
assess the potential overall fit from both a business and a personal
perspective, evaluating the candidate's innate intelligence,
business acumen, technical skills, limitations, short and long term
goals, motivators, creativity, management style and strengths,
personality, and assertiveness. Confidential profiles are then
prepared on all potentially viable candidates. Our goal is to
present a final slate of between three and six candidates who fit
the requirements. Ideally, half of the finalists will have been
identified from our database while the other half will have been
specifically recruited for the assignment. The presentation of the
candidates is done in person by the managing partner.
What make us Different
Global Resources likes to take an already value added process and
enhance it further. With years of experience we understand the
traditional search process, but whenever possible we try to add our
own creative spin. Rather than provide four or five finalists with
similar backgrounds, we prefer to vary our slate. Unless otherwise
directed by our client, we will generally present one candidate for
whom the position might be just a bit of a stretch, one who may
appear slightly over-qualified, and two or three who are right on
target. We also do our best to present a diversified slate of
candidates.
The Interview Process
Global Resources will co-ordinate and manage the entire process,
from scheduling mutually convenient dates to making travel
arrangements and reimbursing the candidates. Our goal is to make
this process as simple, efficient, and pain free as possible for all
concerned.
Offer and References
Once the successful candidate has been identified we will perform
thorough reference checks. The references are presented to the
client in writing and are signed by the managing partner. Contact
information is always supplied should the client wish to contact the
reference(s) directly. We will also assist to whatever extent
requested in helping structure and prepare the actual offer.
Follow Up
It is our formal policy to remain in touch with both the successful
candidate and the hiring manager for at least twelve months after
the completion of the search. We do all we can to assure a smooth
transition for all concerned, and we act as both a sounding board
and an impartial advisor as appropriate. At GR we take our
partnership role very seriously. We do not consider our
responsibilities to have ended just because the position has been
filled. Search fees are an investment. The services we provide in
return are designed to be, at the very least, equal to that
investment.
Contact Us
It is our pleasure to help you completing your team through our
services.
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