Areas Of Practice: Restaurant,
Hospitality, Franchise and Real Estate
Development
RECRUITING PROCESS
Introductory Consultation – In-depth discussion of the business concept, the existing organizational structure, and the specific position. Recruiting objectives are assessed, mutual expectations are clarified and agreed upon, and the terms of the recruiting relationship are established.
Specifications of the Assignment – Position profile is prepared. This detailed profile describes the selection criteria for the position and the qualifications of the ideal candidate.
Research and Strategy – The research staff then explores potential leads from a computerized candidate database of more than 200,000, our industry resource file, and sources specified by the client.
Consultation with Industry Sources – Prior recruiting projects have established a network of knowledgeable executives who are acquainted with talented individuals within various specialties. This network of contracts provides invaluable information on prospective candidates who may not otherwise be considered for a position.
Candidate Identification and Selection – Research and industry sources ultimately identify a diverse cross-section of prospects. These individuals are interviewed and evaluated as candidates by reviewing their credentials and discussing their suitability for the position. Only the most qualified candidates are referred to the client for the final consideration.
Verification of References – Once a client has expressed a definite interest in a candidate, additional inquiries are made of past employers and industry sources to determine employment effectiveness, personality and character traits, and the individual's potential to assume the responsibilities of the position.
Negotiation and Acceptance – By knowing the objectives of both client and candidate, we frequently assist in shaping the ultimate structure of the position and compensation package. This intermediary involvement expedites the negotiations and acceptance process by balancing and coordinating the priorities of both parties.
Follow-Up – After an offer is accepted, dialogue is continued with both the client and candidate to assist in coordinating the transition process.
Introductory Consultation – In-depth discussion of the business concept, the existing organizational structure, and the specific position. Recruiting objectives are assessed, mutual expectations are clarified and agreed upon, and the terms of the recruiting relationship are established.
Specifications of the Assignment – Position profile is prepared. This detailed profile describes the selection criteria for the position and the qualifications of the ideal candidate.
Research and Strategy – The research staff then explores potential leads from a computerized candidate database of more than 200,000, our industry resource file, and sources specified by the client.
Consultation with Industry Sources – Prior recruiting projects have established a network of knowledgeable executives who are acquainted with talented individuals within various specialties. This network of contracts provides invaluable information on prospective candidates who may not otherwise be considered for a position.
Candidate Identification and Selection – Research and industry sources ultimately identify a diverse cross-section of prospects. These individuals are interviewed and evaluated as candidates by reviewing their credentials and discussing their suitability for the position. Only the most qualified candidates are referred to the client for the final consideration.
Verification of References – Once a client has expressed a definite interest in a candidate, additional inquiries are made of past employers and industry sources to determine employment effectiveness, personality and character traits, and the individual's potential to assume the responsibilities of the position.
Negotiation and Acceptance – By knowing the objectives of both client and candidate, we frequently assist in shaping the ultimate structure of the position and compensation package. This intermediary involvement expedites the negotiations and acceptance process by balancing and coordinating the priorities of both parties.
Follow-Up – After an offer is accepted, dialogue is continued with both the client and candidate to assist in coordinating the transition process.
