Your Success Is Driven by Our Proven Process
Our recruiters are trained professionals who serve as consultants throughout the hiring process. We recognize that every manager with whom we work has many pressing priorities other than interviewing. It is our responsibility to seek out the best available candidates and make hiring them as easy as possible. Our role in the hiring process includes:
Why should we select FPC Troy to handle our search?
- Experience: Our recruiters have an average industry tenure of ten years
- Customer Satisfaction: 75% of our business is from repeat clients
- Commitment to Excellence: FPC Troy has ranked number in the top ten of 70 network offices for the past ten consecutive years
Why should we engage FPC Troy when we have internal resources to help us recruit?
- FPC Troy’s network likely extends beyond that of your internal resources, particularly in niche areas
- Our recruiters proactively deliver your opportunity to industry leaders while preserving the highest degree of confidentiality
- FPC recruiters partner jointly with HR professionals and line managers to ensure a streamlined process
How can working with FPC Troy accelerate the search process?
- FPC recruiters are industry specialists with networks that enable them to quickly identify impact players ready for their next step
- Capacity to leverage our network of 70 offices and over 150 experienced recruiters to identify candidates outside our immediate reach
- Our thorough pre-screening process reduces wasted time and turn-downs
How do I justify a recruiting fee with a constrained budget?
- FPC Troy offers an efficient and turnkey strategy to attract talented professionals—top performers who pay for themselves many times over
- Partnering with your FPC consultant over time will help to brand your company as an employer of choice in a competitive landscape
- Our search model is contingency based so you don’t pay a fee unless you hire
Needs Analysis to Target the Right Candidates
It is important that we fully understand not only the day-to-day responsibilities of the person you will hire, but also the nuances of your requirements. With that understanding, we can set about the task of identifying the one to three candidates you should interview in order to make a hiring decision.
Contacting a Broad List of Potential Candidates
This phase includes presenting the opportunity in terms that will attract interest without overselling or exaggerating your situation in any way. Candidates should enter the interview process optimistically, but with realistic expectations. Managing expectations is a critical aspect of our role.
Screening and Interviewing the Long List
This phase is where exclusion and inclusion meet. We screen out candidates who do not meet your criteria and uncover any concerns of the few who make the short list. We take the time to develop relationships with candidates to make sure that questions and concerns they have come to light as early as possible. This gives you the opportunity to address them during the interview process if you so choose.
Presenting the Short List
Presenting a candidate means making the client aware of how the candidate meets the requirements and also pointing out possible areas of concern. It also encompasses assisting in scheduling all interviews.
Briefing and Debriefing
Information regarding any concerns or hesitations a candidate may have is shared with the client prior to the interview stage. After each round of interviews, debriefing techniques are used to uncover any remaining areas of concern.
Consultation and Evaluation
While consultation runs through the entire process, nowhere is it more critical than here. We will candidly discuss candidate strengths and weaknesses as part of our effort to assist you in making a good hiring decision.
There are always factors, other than money, that determine a candidate’s preparedness to accept a new position. In this phase, working closely with management, we continue to uncover and address issues that concern the candidate. The objective is to bring the candidate to the point where he or she is ready to accept a reasonable offer.
Testing an Offer
While it is always the client’s decision who to hire, it is the recruiter’s responsibility to be sure the selected candidate actually gets hired. Having the recruiter test an offer on the candidate before it is officially extended is a proven value. It raises the likelihood that the final, official offer (which should be extended by the client manager) will be accepted.
While some managers, and even some candidates, prefer to do their own negotiating, our recommendation is always to let us act as intermediaries in this phase. Having to negotiate with a prospective employee or employer is an emotionally charged task and working through a third party often eases the strain on both parties. In addition, working through a facilitator also allows each party to reflect before responding, without having to react immediately. A skilled recruiter will be able to help both manager and candidate over this difficult step.
The hiring process often requires handling unusual details that may not seem terribly important to an outsider, but may be critical to the candidate. One example is providing information on school systems or recreation facilities in a community. Another would be to work through a vacation issue in which a new employee may have planned a vacation months in advance, only to find that the date of departure is now the beginning of his or her third week of employment. Whatever the circumstance, we will work with both candidate and management to uncover any such details early and find a solution.