To secure the very best candidate for a position, Hendon & Sugrue have created a disciplined and rigorous search process that "covers all the bases" without asking the client to "jump through all the hoops".

1. Client Fact Finding

2. Research Candidates/Screen Against Competencies

3. H&S Connection with Candidates

4. Selection Team Review and Assessment of Web Interviews

5. On Site Cultural Fit Interview Sessions

6. Offer/Acceptance

7. H&S Candidate to Employee Transition Connection

Steps in Detail:

1. Client Fact Finding:

-Interview Hiring Manager and HR leader

-Interview Members of the Selection Team

-Determine Required and Desired Competencies

-Create Position Description

-Film Hiring Manager Introduction Video

-Formulate Search Process Strategy

-Determine Milestones and Responsibilities

-Define Target List

-Create Attraction Strategy

-Develop Relocation Plan

-Outline Interview Team Roles and Responsibilities

-Identify Possible Internal Candidates

-Select Interview Questions

-Create Position Web Page on H&S website

2. Research Candidates/Screen Against Competencies:

-Client Internal Candidates

-H&S Database Search

-Defined Targets

-Associations

-Referrals

-Research Partner Targets

3. H&S Connection with Candidates:

-Phone Screen

-Provide Candidate with Password to Position Web Page

-EEO and Background Check Waiver Signed

-H&S Patterns TM Interview

-Video Interview

4. Selection Team Review and Assessment of Web Interviews

-Selection Team Reviews and Assesses Candidates Independently

-Candidate Scores and Feedback Consolidated for Selection Team

-Background Checks and References Reviewed

-Selection Team Chooses Candidate for On Site Visit

-Interview Schedule and Scripts Developed

5. On Site Cultural Fit Interview Sessions

-Execute Schedule and Scripts to Eliminate Concerns

-Assess fit with the Organization, Culture etc.

6. Offer/Acceptance

7. H&S Candidate to Employee Transition Connection

-30 days -90 days -180 days