Search & Selection Process

Finding the right person or the right company is hard work. Trust the professionals at G&S to take the time to do it the right way with a process that's yielded thousands of success stories.

Before you choose a recruiting firm, you should be comfortable with its search and selection process. If your recruiting firm relies exclusively on the Internet or an outdated database, it is probable that you will not be able to secure the best talent available.

We firmly believe that our clients typically know what they want. Sometimes, they just need a little help getting their arms around human capital challenges. We work closely with each client to identify their unique staffing needs and the real skills each candidate must possess. We then develop a customized recruiting plan that blends individual client requirements with our expertise.

There are NO cookie cutter solutions here.      

Recognizing that each opportunity is unique, we apply a multi-step process.

At G&S, we take pride in becoming a quality resource to our clients and candidates. It is our job to be informed and understand the market and current factors driving the employment industry. As part of this commitment, we have developed an inclusive process to address all areas that contribute to a successful placement called our "Talent Acquisition Process."

Needs Analysis

This is the first stage of our process and we gain an in depth and thorough understanding of your organization and its culture, the role and your expectations and key criteria of the required candidate. From these initial discussions we can build a profile of the ideal candidate and start to develop a project plan. Arguably the most important stage in the process; this forms the basis of the whole search as we start to develop a tailored approach to help fulfill your staffing requirements.

Filling a key position requires focused research, an organized approach and a systematic search process. We invest the time to understand your company and culture, your values and your business goals. We work with you to clarify your objectives and your job specifications. We know that candidates who thrive in one company may not necessarily thrive in another so we make sure that we have a feel for the character and culture of your organization. Our process and methodology have yielded thousands of success stories.

If you are expecting too much and offering too little, we tell you before it’s too late. If it appears to us that the solution to your problem is not just a new employee but a redefinition of the existing position, we tell you that too.

In the course of asking and listening, we develop a partnership with you, and we design a targeted plan for your project.

We listen carefully to understand your vision, the company culture, desired candidate attributes, and strategic objectives.  We encourage a candid review of the current situation with the position and if applicable past recruiting history.  This event is a face-to-face meeting or conference call and typically takes place with the Hiring Manager and internal HR/Talent Acquisition Leader.  Once we agree on the job specifications, mutual responsibilities and expectations, we move to the next phase.

Sourcing and Candidate Development

From the information gathered in step one we create a detailed search profile, position description, recruitment plan and timeline.  Then we utilize our research library, internal and external data bases, professional associations, Internet research, referrals, and networks in virtually every industry to identify, confidentially contact, and profile potential candidates against the position specifications.  Our targeting of candidates is concentrated on the most successful companies and high-performing professionals.

Unlike ‘traditional” staffing firms we understand that finding the best talent requires much more than posting an ad on a job board and then sifting through an abundance of unqualified resumes. We go directly into your marketplace with the clear aim of sourcing you the best possible candidate for the role, not the most available. Using client competitor information, our industry sources, long standing relationships and confidential referrals, we conduct thorough research to uncover potential candidates.

Our recruiting strategy leverages all possible candidate sources but our most effective tool is our intense industry specialization, we have developed deep and vast networks of candidate relationships that are built on trust.  Just like a professional guide on a fishing trip, we are committed to being experts in the waters you want to explore and know all the best approaches to angle for your ideal candidate in a timely fashion.  Based on your candidate profile we determine the most optimal sourcing strategy which evolves our target market tailored specifically for each search.  From here, with integrity, enthusiasm and accuracy, we will present the opportunity to the target market.

Candidate Contact
Once candidates are identified, we make contact with them on a direct, personal basis. We become your spokesperson, presenting your objectives and your opportunity. At the same time, we examine the qualifications of each candidate against the comprehensive profiles developed during the analysis stage. Only when a strong mutual interest is determined does the process continue.
Presentation of candidates
Within an agreed upon time frame we will formally present a short list of fully qualified candidates that have expressed interest in confidentially pursuing the position. Only the most qualified candidates are presented for your consideration.
Client / Candidate Interviews
We help schedule interviews and make arrangements to the extent you require.  Candidates are interviewed according to your protocol, which may include a mix of phone and in-person interviews.
Client / Candidate Debriefs
We collect  feedback from the candidate, paying special attention to their level of interest, questions and potential concerns.  Then a debrief call is scheduled with the Hiring Manager and or HR/Talent Acquisition Leader to discuss the outcome and agree on the next steps.
Pre-Offer Due Diligence
We take care of reference checks, educational confirmation, and other background work as required. We also discuss the framework for an offer to ensure both sides are the same page before things are formalized.
The decision and the offer

While you alone make the decision on the best candidate for your organization, we assist you during this critical stage by facilitating communications on compensation, relocation and benefits. We also assist the candidate through the emotional process of resigning from their present position, including dealing with counteroffers and insuring a seamless integration from the old job to the new one.

What truly sets us apart from other executive search firms are the measures we go to in ensuring that your meetings with potential candidates go as well as possible. Upon confirmation of interviews, we will comprehensively prepare both the candidate and client; whether it is a face to face meeting or a telephone interview, we work with both parties to ensure that they are fully prepared and that both can achieve the most out of this meeting. We initiate detailed pre and post interview discussion with both parties to prepare for the interview and to share feedback. This process is repeated throughout the ensuing interview stages; ensuring consistency and a thorough assessment by both candidate and client

We provide consultation to you and the candidate to ensure a win-win agreement can be reached on compensation, benefits, start date, and other key points.  Often times candidates have questions about benefits, relocation, career progression, training, etc that we can help with. 

Transition Assistance
We prepare the candidate for resignation and review potential counter-offer scenarios.  We maintain close contact with them up to their start date and well beyond to ensure they remain a happy and high performing member of your team.
Ongoing relationship

Our goal is to provide you with candidates who contribute to your company’s goals and make a real difference to your organization. At G&S we do not consider a search successful unless this goal has been accomplished.

We pride ourselves on forging long lasting partnerships with both parties and we understand that our job doesn’t end at offer acceptance. After a candidate has accepted we keep in regular communication with them coaching and counseling them on a smooth resignation and that nothing stops them from moving forward including a change of heart or counteroffers. 

Additionally, we acknowledge that the candidate’s preliminary months in the role are critical to the chances of success. We will work closely with the candidate offering objective guidance to help them deal with any integration challenges and adjustments. This gives us the opportunity to make you aware of any potential issues, in order to address them before they potentially become problems. We never underestimate both the importance of a successful hire for our client but also the impact of a career move on the professional and personal life of the candidate.

Our Promise To You

We promise that our search will be thorough, strategic and effective.  Let's talk about what's right for you.

Ready to Get Started or Learn More?

We welcome the opportunity to give you all the details of our services and to customize a solution to meet your specific needs. Call us or email for more information.