« Go Back

Preliminary Process

• Position requirements released to Tier One identifying why the position is open, the challenges faced by the Client Company, the tasks to be accomplished in the first six months, one year, five years, .... the profile of the individual who might fit best into the company culture, and how the best candidate may help to achieve the goals of the Hiring Authority
  
• Agree upon job specifications, qualifications required, and compensation
  
• Review hiring timetable and existing hiring process and make recommendations for change in order to facilitate the hiring of the most appropriate talent
• Tier One consultant gains an understanding of the benefits associated with working at the Client Company and why candidates should want to relocate
  
• Review the responsibilities and expectations of Tier One and of the Client Company
  

Search Plan Development

• Create a list of target companies developed by the Tier One consultant, the Tier One research assistant, and the Client Company
  
• Develop a list of potential candidates from those companies
• Perform a database search to identify candidates known to Tier One
• Request additional candidates from other Tier One network companies
  
• Develop verbal communication to attract candidates to the employment opportunity
  

Initiate Search Process

• Advertise position on appropriate job boards and/or professional publications
  
• Communicate with all potential candidates from identified companies in order to assess interest in exploring new job opportunities
  
• Network with all contacts for additional candidates
  
• Continue search process until a variety of candidates has been identified
  

Candidate Screening - Tier One and Client Company

• Candidates are thoroughly screened to assess levels of training, skill and interest Candidates who successfully complete the screening interview are scheduled for a telephone or face-to-face interview with the Client
  
• Candidates' resumes, along with current earnings and other pertinent information, are forwarded to the Client Company
  
• Candidates receive from Tier One background information about the company and specifics about the job opportunity
  
• Interviewees receive feedback within 24 hours to expedite the process and to maintain candidate interest
  

Interview Debriefing

• Following the interviews, each candidate is contacted by Tier One to assess results from his/her perspective, to address questions/concerns, and to determine overall interest in proceeding with a final interview if required
  
• The hiring manager is contacted to determine the results from his/her perspective and to obtain a status report about each candidate
  
• Each candidate's feedback is provided to the Hiring Manager to assist in a determination
  
• The hiring manager will provide explanatory details to Tier One about unsuccessful candidates. In this way. Tier One can adjust their screening criteria to more closely match the desired profile. Tier One provides a post-interview debriefing to each candidate.
  

Reference Check

• Three references are checked by Tier One prior to the final interview
  
• References will include at least one former manager
  

Final Debriefing

• After the final interview, the successful candidate is contacted by Tier One to reassess interest level, to prepare the candidate for an offer, and to reconfirm compensation
  
• The hiring manager is contacted to obtain decision regarding offer
  
• Unsuccessful candidates are notified by Tier One
  

Transition Support

• Candidate will be advised about resignation procedures
  
• Counter offer possibilities will be discussed with the candidate
  
• Contact with the candidate will continue as needed between final offer and start date
  

Follow-up

• Tier One will maintain contact with the candidate and the Client Company to ensure satisfaction