Our 25 Step Process
At Bayside Search Group we build an in-depth relationship with top quartile candidates, within a specific industry understanding their career accomplishments and personal goals. Thus when a client engages Bayside Search Group in a search or project, we can reduce cycle time and increase quality by matching the client's goals with the candidate's goals to ensure right fit for both the client organization and the candidate.
By utilizing this model, we have significantly decreased our cycle time per search and increased the quality of candidates delivered to our clients. The candidates that we place are not only well-qualified for the positions they are recruited for, but have the ability to be promoted to at least the next level within the organization. By utilizing this methodology, our clients are building their organization not only for today but for the next generation of leadership.
Hiring the best employees plays a crucial role in taking your organization to the next level and Bayside Search Group is dedicated to finding the top talent to help take you there.
Our clients recognize our expertise in matching the right person with the right job and rely on us to present them with only the most highly talented candidates. Bayside Search Group works hard to find the right person and it's never a random choice. We strive to understand exactly what kind of person your company is looking for, and what you are looking for in your next employer. We listen to your concerns and desires, understand your needs, and implement our talents and tools on your behalf.
Bayside Search Group 25 Step Process
Listen
1. Conduct complete needs analysis that will provide us with all the pertinent information required to complete a professional search.
2. Build a profile of the ideal candidate against which to screen potential candidates.
3. Consult with you on industry compensation standards and construct a comprehensive framework.
4. Assemble the project ream and begin marketplace research. Examine direct and indirect competitors and identify additional companies that employ candidates possessing the skills you seek.
5. Compile, review, and revise list of targeted companies and candidates.
Search
6. Conduct in-depth candidate telephone interviews using behavioral-based question to ascertain three crucial qualifying factors: a) Do they have the appropriate background? b) Are they willing to change jobs for the right company? c) Do their goals match yours?
7. Conduct face-to-face interviews of potential candidates or interview them via video conferencing. (Retained search only)
8. Present you with a short list of candidates.
9. Submit resumes and analysis of qualifying interviews with selected candidates.
Interviewing
10. Arrange interviews with you.
11. Prepare candidates for first interview, including briefing on your goals & priorities.
12. Prepare you for first interview with emphasis on candidate’s goals & aspirations.
13. Debrief candidate after interview.
14. Debrief you and present preliminary conclusions. Professionally release any candidates you do not wish to pursue.
15. Conduct in-depth reference checks.
16. Arrange second interviews and discuss any areas of concern.
17. Debrief both you and the candidates.
Negotiations
18. Verify earnings and negotiate a win-win compensation package.
19. If desired, provide educational verification, credit history, motor vehicle records & other background information (retained search only)
20. Present verbal offer to candidate and pre-close for acceptance.
21. Consult with candidate and resolve any resignation or counter-offer issues.
22. Discuss any areas of concern with you.
Follow Through
23. Remain in contact with you and candidate through start date and initial phases of new job.
24. Conduct conclusion interview with you to make sure the project was successfully completed.
25. If acceptable, ask you for a reference letter and permission to use your name for reference purposes.
