Key Search Process Steps
Freeman Enterprises has developed a detailed, results-driven methodology that utilizes a specific and comprehensive interviewing process.
Understand Client Needs
At the outset of the search, we seek to learn about the need within your organization. A job description alone does not paint a full picture about the opening. We want to be able to share additional specifics with the candidates so that they can be excited about exploring your position. We want to understand the job, the company culture and the challenges you have faced in filling the position. Having an in depth understanding of your needs helps us to market your search more effectively.
Develop Screening Questions
Every hiring manager who has ever reviewed a resume from a potential job applicant has immediate questions that come to mind. We strive to anticipate those questions and incorporate them into our screening process. We do not just ask if a candidate is willing to relocate. We ask where he or she prefers to move. We ask what specifically would need to be done financially in order for the move to be executed. We ask how long it would take to sell their current home and actually move to their new location. By screening the candidates more deeply at the beginning of the search, we save our clients and candidates time and money. When you know what hurdles you might face in the hiring process, you can make a more informed decision about whether it makes sense to invest the time, energy and expense in inviting the candidate in to meet with you.
Presentation of Candidates
Along with the resume, we will send a comprehensive, written profile about the candidate. The profile will include specific information pertinent to your search. We know that it is helpful in your evaluation of a candidate to know things like why he or she has changed jobs in the past and why he or she is currently receptive to exploring your opportunity. Of course, the basics are covered too like salary information and qualifications, but we go deeper to give you insights into the candidate’s qualifications, motivations and company fit; information that a resume alone cannot tell you.
Interview
When a candidate from Freeman Enterprises arrives to meet with the interview panel at your organization, he or she will be familiar with how the day will unfold. Our candidates come well prepared to answer your questions and provide any additional information that you may have requested.
Client/Candidate Debrief
After you interview a candidate, your valuable feedback can help us refine our search efforts and will give us additional clarification about what you are looking for in a candidate. Our debrief of the candidate helps us learn more about his/her interests and will help us learn more about what will motivate the candidate to accept an offer.
Offer/Acceptance
Because we have a high degree of involvement with the candidate and client throughout the process, we establish mutual trust and are able to quickly help the client and candidate move toward a mutually beneficial arrangement. The details we have shared throughout the process help there to be minimal or no surprises at this stage creating the best case scenario for the candidate to readily accept your company’s offer.
Start date
Our candidates know that we remain available to them as they transition into their new role. If they need help with addressing a counter-offer from their current employer or if they have questions about relocation, we are there to guide them. Our job is not complete until the candidate has successfully transitioned into his or her new role.
“Successful businesses are built on relationships, trust and integrity. My hope is that we can be an extension of your organization; one which will focus on filling critical staffing needs. We want to listen to you, glean insights into your needs and respond in a professional and timely manner.”
