The Trevi Group's Proven Search Process
/To ensure your search is successfully filled with an Impact Player in a timely manner, we utilize a proven 18 step search process:
1. Needs analysis
- Determine qualifications client seeks
- Understand compensation package-Determine if competitive
- Target companies and candidates
- Agree on efficient and effective hiring process
- Understand expectations and critical success factors of position
2. Determine how to present the opportunity
- Strategize how to get the best candidates excited by the opportunity
3. Agree on search terms
- Create a mutually acceptable and beneficial agreement for the search
4. Research companies and candidates
- Identify companies with viable candidates & discuss with client
5. Candidate Acquisition Process
- Develop live and voicemail presentation
- Cold call target companies and identify potential candidates performing similar job responsibilities- Predatory source from competitors, finding passive candidates that are not actively looking or even considering a job change
- Engage candidates and develop relationships to gain trust
- In-depth candidate interview- Understand candidate’s background, accomplishments, personality, motivation for change, and goals for their career
- Assess if background is qualified for the job, and more importantly if personality is a cultural fit with the client company and hiring manager
- If candidate is a good fit for the position, confirm their interest in exploring. Align the opportunity as a way to help them achieve their goals, as well as how it alleviates what they are unsatisfied with in their current position
6. Present qualified candidates to client, including strengths and weaknesses
7. Prepare candidate for each interview
8. Prepare client for interviews- share candidate hot buttons, motivations for change, etc.
9. Debrief candidate after each interview- discover likes, concerns, other opportunities they are considering, and where this ranks on their list
10. Debrief client after each interview & share candidate feedback
11. In-depth reference checks
12. Consult the Counter-offer issue throughout the entire hiring process
13. Make verbal offer and attain firm candidate acceptance
14. Confirm acceptance of written offer
15. Follow-up on candidate resignation, ensuring timely start date
16. If needed, offer relocation assistance services
17. Follow-up with Client and New Hire regarding on-boarding process
18. Post-project analysis
- What went right with the search
- What went wrong with the search
- Perception of client in the market
- Solutions to improve client’s ability to attract talent
We drive and continue to get acceptance throughout the process, from both the Client and the Candidate.