Our Recruitment Process
Methodology
We follow a structured and proven approach to identify, evaluate, and deliver top talent that aligns with your business goals. Our methodology ensures efficiency, transparency, and the highest quality outcomes.
Our Recruitment process
Executive Recruiting Methodology
Step 1
Know the Client Organization
The insight gained during the initial client discussion is imperative in understanding the recruitment needs. To facilitate the process, we meet with the key hiring manager to understand background, position-specific attributes, and structure. We also review any relevant documents, including compensation and benefit data, statistical and financial information, product or service literature, and organization charts.
Step 2
Develop Detailed Position Specification
This confidential document serves as an informational piece to be given to potential candidates for the position and describes the key success factors and priorities of the role, as well as candidate specifications including competencies, experience, and personal attributes expected. This is the key marketing tool we use in attracting prospective candidates to this opportunity. Continuous improvement or changes reflecting position updates in the document help us focus the search.
Step 3
Start the Search
This confidential document describes the key success factors, priorities, and candidate specifications, including competencies, experience, and personal attributes. It serves as a key marketing tool to attract prospective candidates. Continuous updates reflecting position changes help focus the search.
Step 4
Interview Candidates to Assess Strengths and Limitations
Qualified candidates will be thoroughly interviewed to obtain a realistic understanding of their accomplishments, skill sets, behavioral characteristics, motivations, and growth potential. Candidates are evaluated to determine their strengths and any limitations they may bring to the position. Based on the information provided, a comprehensive resume outlining past work experience and education will be prepared for each candidate. We will report progress by telephone and meet personally, when appropriate, to review progress on the assignment.
Step 5
Present Best-Qualified Candidates
The individuals best qualified for this position will be presented. IHR will convey the expected internal process steps to the client in order to set candidate expectations. Continuous communication and dialogue with potential candidates are critical, so IHR will regularly facilitate the process toward a logical conclusion for each candidate. The final selection and offer of employment are always made by the client.
Step 6
Conduct Reference Checks on Successful Candidates
Once a finalist candidate has been identified and if the client wishes to conduct reference checks, it is our practice to speak directly with individuals who are, or have been, in positions to evaluate the candidate’s performance on the job. We rely, therefore, on the information provided by those individuals. As a client, you have the option of requesting a criminal background and/or credit check on candidates. IHR does not warrant or guarantee the accuracy of information provided by third-party reports.
Step 7
Facilitate Offer Negotiation
Once a candidate is chosen, we will assist in recruiting the individual into the position to the extent that requires our active involvement. Upon request, we will help construct a competitive employment offer based on realistic market data and the client’s compensation strategy. We can present the offer and explain it to the selected candidate. Finally, we can also act as an intermediary if changes or adjustments to the initial employment offer are necessary to secure acceptance.
Step 8
Follow Up
It is our experience that regular communication with candidates who have joined our clients contributes greatly to successful long-term position fulfillment.
