Initial Meeting
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| We have to work as a team in order to be effective. Thoroughness is the
key. Not only will we have to discuss all the skills needed to complete
the job, but we'll also need to thoroughly cover growth potential, corporate
culture, management style, etc. An introduction to key employees may be
necessary. Finally, the Accountants One Service Agreement will need to be
signed before we move forward. |
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Strategy Session
|
| Your Accountants One representative will take the information collected in the INITIAL MEETING back to the office. A small group will formulate
the approach needed to most effectively conduct the search. |
| |
Recruiting Plan
|
| Utilizing a variety of tools, a RECRUITING PLAN will be formulated, focusing
on companies that utilize the talents you desire in your hire. |
| |
Recruiting
|
| Accountants One utilizes the Morgan Method of recruiting. This approach
provides a very effective means of recruiting top talent in an ethical manner. |
| |
Interviewing
|
| Recruited candidates are brought in and interviewed thoroughly. Each recruiter
is trained to test job skills as well as interpersonal skills. The interview
process is intended to bring out long and short term goals of the candidate
while concurrently focusing on the value that the candidate's skills will
bring to the company both long and short term. |
| |
Databasing
|
| The candidate's resume will be stored in our Oracle Database, along with
pertinent information on salary requirements, locations preferred, technical
skills, management style and preference of working environment. |
| |
Testing
|
| When appropriate, candidates will be asked to take skill tests on accounting,
finance, and spreadsheets. At your request, we can also take care of drug
screening, background checks, etc. |
| |
Reference Checking
|
| Thorough referencing will be done on each candidate. Not only will professional
references be checked, but personal references are checked as well. We believe
that the personal reference will help us to evaluate if the candidate is
ready to make a change in their career. |
| |
Narrowing the Field
|
| After evaluating numerous candidates we will come up with a short list
of 2 to 4 candidates. We believe that our value is earned not so much in
the presentation of those 2 to 4 candidates, but in the candidates we DO
NOT present. |
| |
Interviewing Arrangements
|
| By providing us with your calendar, we will take care of all scheduling
all interviews. |
| |
Offers
|
| We will manage the offer to the candidate. Ensuring that you will not
pay a cent more than you have to in order to bring on the talents of the
candidate you want to hire. |
| |
Managing Counteroffers
|
| We begin to manage counteroffers from the day we interview. We have the
tools to assist candidates in making transitions, and the track record to
show the effectiveness of these tools. |
| |
Start Day
|
| We'll congratulate the candidate on their first day of work, and treat
you to lunch in celebration of your new hire. |
| |
Follow Up
|
| For 90 days after the hire, we will follow up to make sure that everything
is going well. After 90 days our experience shows that follow up is no longer
needed; however, we'll continue to keep in touch with the employee for their
entire career. |
