1. DEFINE OBJECTIVES
Our Performance Process begins by helping our clients clearly identify and define the objectives and initiatives a new executive will be hired to accomplish. We then draw out anticipated challenges to ensure we identify talent with proven ability to overcome these challenges within established timelines.
2. CUSTOM PERFORMANCE PROFILE
Our experts compile data collected and create a custom Performance Profile. This profile will become the foundation of the search used for sourcing, informing, and vetting top tier talent.
3. ASSEMBLE THE RIGHT TEAM
We deploy staff with the expertise and niche contacts to best support your search. We draw on our high-level professional networks, industry knowledge, and internal research resources to identify “A” players.
4. CREATE TARGET LIST OF CANDIDATES
A list of candidates and target companies is created. This is shared throughout the process with the client to exchange ideas and implement any real-time course corrections, if needed, throughout the search.
5. RECRUITMENT, ASSESSMENT, AND CANDIDATE PRESENTATION
The team at Prestige Scientific is trained in Best Recruitment Practices which gives our clients assurance that they have the highest chance of turning prospects into viable candidates. Through rigorous competency interviews defined by criteria outlined in the Performance Profile, leadership questionnaires, behavior and culture assessment, references, and our deep market knowledge, we evaluate and identify leaders who have the attributes necessary to successfully execute defined outcomes.
6. FACILITATE INTERVIEWS AND OFFER
Our fully vetted candidates arrive at our client interviews engaged and prepared to interview. Before arriving, they’ve been briefed in detail about the company history, products, and the overall objectives for the role. At offer we leverage our established relations to effectively advise hiring managers, human resources and candidates regarding final decision making, offer development and terms. This has proven to be a highly effective practice ensuring clear and concise communication and an extremely high offer acceptance rate.
7. NAVIGATE TRANSITION
We provide continued oversight regarding candidate transition including resignation oversight, two pre-employment meetings, and post-placement calls on day 1, 15, 30, 60 and 90. Informal check-ins to ensure long term success will continue throughout year one and beyond.
8. CUSTOMER SATISFACTION SURVEY
At the end of the assignment we will ask for your participation in our Customer Satisfaction Survey. As an organization we have a philosophy of continuous improvement and your feedback regarding the recruitment process is vital for us to further enhance your services. All information that you impart is treated as confidential to Prestige Scientific.