Employer Services
What Will We Do For You?
What to Expect
One of the first questions many managers ask us is, "What will you do for me?" We will save you time and increase the probability that the person you hire is what you expect them to be and will stay with your organization. Prior to bringing anyone to your attention, we will have prescreened every candidate.
Let us drive the process for you. The #1 reason that most candidates are lost is that the process takes to long and the candidate begins to believe that they are not going to get an offer. They then think of reasons that they didn't want this job. By maintaining contact with the candidate and pushing the process, you will have a much higher probability of getting the person you really want.
Use The GORGE GROUP. Make us earn our fee.
Handle
All Interviews
We will schedule and coordinate every interview. You and your staff will not need to take your valuable time to track down the candidate and schedule either a telephone interview or a visit by the candidate. We will do that.
Click each tip to learn more about how to successfully move through the interview process
Move Process Forward Quickly
Develop Baseline Questions for All Candidates
Focus on What the Candidate Can Do For the Company
Understand the Candidate's Personality
Don't Be Fooled
by First Impressions
Use "Behavior
Based Questions"
Most job descriptions are not "Job Descriptions". They are descriptions of the person that the company is looking for to fill the position. By focusing on the challenges of the position and whether the Candidate can meet those challenges, you will have a better probability of hiring the "right-fit" Candidate.
Learning Experiences
Ask the Candidate not only about what they have accomplished in their career, but also about where they have come short of their own expectations. What happened and what did they learn from failure or disappointment?
How does the Candidates career goals fit with what your company wants to accomplish?
Unless you are looking for someone to solve an immediate problem and then move on, ensure your Company goals and philosophy match the Candidates career goals and philosophy. You will have a much higher probability of hiring a long-term employee.
What are the immediate, short term (1 year) and long term (3-5 years) problems you need to have the candidate solve for you?
Focus your behavior based questions on whether the candidate has solved these type of problems in the past and how the candidate would go about solving similar problems in the future.
Sell the Opportunity!
There is always competition for talent. Constantly sell your opportunity to the Candidate. Let the Candidate know how your Company and your opportunity will help the Candidate meet their goals.
You must let the Candidate know what the benefit is to them of joining your Team.
Search firms will conduct your search to fill that open position on either a Retained or Contingency basis, but what is the difference and which method is right for your specific project? The following information will help you decide how you want your search conducted.
Contingency Search
A Contingency search is defined as a search in which you pay the recruiter ONLY after a candidate has been recruited and has accepted your offer of employment.
Retained Search
In a Retained Search, you pay a retainer to the recruiter when you give them authorization to search on your behalf for candidates to fill a position.
How to Choose Between a Contingency and Retained Search
The primary deciding factor between Retained and Contingency searches is URGENCY. You need to ask yourself how important it is that your search be completed within a certain time frame and more importantly how important it is that the search be completed. To explain why this is important, you need to know how a recruiter determines what project to work on.
The most important factor that a recruiter looks at is time. A recruiter does not have an inventory to move. The recruiter only has his or her time and must decide where to most effectively use that time. In essence, where that investment of time will have the greatest probability of generating income is where they must spend it.
If you need to have multiple positions filled either immediately or over time, there are other arrangements that we can work out with you. These include, but are not limited to Engagement Fees, Rolling Retainers, etc. Call us and let us know about your project and we will be happy to make suggestions.
In all cases, it is important that you communicate with us. If we call you and leave a message, contact us as soon as possible. We don't call to pass the time of day. Tell us what the person who you need must have as far as background, what part of the background is important and what part of it you would like to have. More importantly, let us know what the person you hire needs to accomplish for you immediately and in the future. You can help us fill your key position by telling us what it is about your company that would make someone leave a perfectly good job and join your firm.
We look forward to assisting you in filling your critical positions.
Ready to Discuss Your Needs
Contact Us Today if You Are Ready to Hire Top Talent!