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    • HOME
    • RECRUITING PROCESS
    • CANDIDATES APPLY
    • CONTACT US
  • HOME
  • RECRUITING PROCESS
  • CANDIDATES APPLY
  • CONTACT US

THE RECRUITING PROCESS

There's much to see here. So, take your time, look around, and learn about our Recruiting Process. 

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Generating the Professional Candidate Description

  ♦ Conduct a thorough analysis in order to obtain required information to complete a professional search.   


♦ Develop a detailed description and profile of the ideal candidate; which will be used to screen and pre-qualify potential candidates.  (Upon request we interview our client’s top-performing employees as part of the screening process. This has been proven to help in the pre-screening process and is a good way for us to identify candidates that will be a good cultural fit.)


♦ Provide the client with a suggested timeline in which the search will be completed. Commence with marketplace research.  


♦ Provide the client with progress report that will disclose target companies and names of potential candidates.

Conducting the Search & Pre-Screening Process

Here is where Soloman James Consulting, Inc.’s years of experience and specialization provide unparalleled value. SJC, Inc. utilizes its networks, associations, professional organizations and technology. We research and examine direct and indirect competitors that employ candidates with the skills and experience you seek.

Efficient Interview Process

Best Matched Candidates will be Presented

♦ Arrange and coordinate the initial interview between client and the candidate. The initial interview may be by telephone, face-to-face or videoconferencing at your discretion.


♦ Prepare the candidate for the interview, including, briefing them on the agenda, client priorities and expectations. 


♦ Prepare the client for the initial interview by providing information to the candidate’s particular goals and aspirations. 


♦ Debrief the candidate.  Capture their initial response and note all questions and concerns.


♦ Debrief the client and discuss the conclusion of the interview.  Professionally release candidates not selected to continue in the process. 


♦ Arrange and coordinate second interviews.  Disclose detailed information to the client regarding candidate’s questions or concerns. 


♦ Debrief both client and the candidate(s) following the second interviews. 

Negotiations

Our goal is to create a win-win outcome for both the client and the candidate of choice.

 It is important that our clients allow us to be involved in assisting them in negotiating the offer. 


♦ Verify earnings and assist client in negotiating compensation package.


♦ Strategize with the client and agree upon how the offer should be presented. 


♦ Consult with the candidate and assist through the resignation and any counteroffer issues.

Follow Through

It is important candidates remain connected to the new company during their transition phase.

Constant contact with client and the candidate through the start date. Experience has shown that this is a vulnerable time for candidates in transition and we must work together to keep them connected and comfortable with their decision. 

Find The Right Candidate for your TEam
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SOLOMAN ♦ JAMES CONSULTING

Sacramento,CA

916-580-3999

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