At Pentad, we understand that the recruiting process requires active collaboration with our clients. Our goal is to successfully help you acquire excellent talent. Our process is comprised of five key stages.
STAGE 1: IDENTIFY CRITERIA AND CREATE RECRUITING TOOLS
Our first meeting with a client includes a needs analysis, to understand the mandatory, directly measurable, objective and subjective criteria for the position. We define the parameters and obtain a written job description, if available. During this analysis, we discuss timeframes, logistics, and interviewing preferences.
Next, we translate the requirements to define the target candidate pool and to create the content for use in the following recruiting tools:
STAGE 2: BEGIN SOURCING CANDIDATES AND FILTER RESUMES
Our distinctive sourcing process helps us maximize the potential for a successful search. We utilize the following resources to locate and engage individuals who match our defined mandatory and directly measurable criteria:
candidates we’ve met in the same or similar field to get the word out
We immediately begin reviewing resumes and filter those candidates who fit our profile.
STAGE 3: CANDIDATE SCREENING AND FACE-TO-FACE INTERVIEW
Once we identify a short list of candidates whose resumes match the mandatory and directly measurable criteria, we will perform an initial telephone screen and disclosure. If the screening is positive, we will continue with a full-length telephone interview and complete the recruiters section of the Candidate Dossier. If the candidate is solid throughout the telephone process, we will invite the candidate in for a face to face interview with the Account Manager.
The Pentad Account Manager meets with the candidate, either on-location, at Pentad, or in the field for an in depth 90-minute interview. In the interview, we further evaluate the directly measurable criteria. Full detail is obtained on the candidate’s last three job transitions with close attention to compensation, promotions, and circumstances surrounding how they got the position and why they left. The interview will evaluate the combination of objective and subjective criteria, including the candidate’s motivation, work ethic, character, veracity and sense of responsibility in addition to matching their qualifications to the job requirements. The candidate will be asked technical questions to support the information he or she conveyed in the resume and during the telephone interview. We ask the candidate to demonstrate his or her knowledge and then discuss failures and shortcomings as well as strengths and successes. Our questions are designed to have the candidate think on his or her feet – questions for which he or she has likely not formulated a response in the past. Where appropriate, we will obtain supporting materials, such as organizational charts, work samples and the like, from prior positions, to the extent the candidate is comfortable releasing this information without breaking his or her trust with the current or a former employer.
If the candidate is strong throughout the interview we discuss how they feel about being presented to our client. We review salary, relocation and special needs in a very up-front manner to avoid surprises later. We discuss the candidate’s flexibility for scheduling interviews with the client and the candidate’s timing for getting onboard, if an offer is presented.
STAGE 4: PRESENTING THE CANDIDATE
If the Account Manager is certain they have an excellent candidate who meets all the criteria for the position, a formal Candidate Presentation is prepared. The presentation incorporates the Account Manager’s insight into the candidate’s resume and any supporting documentation provided. We clearly outline and explain:
Within 24 hours of the written presentation, the Account Manager will discuss the candidate with the client to determine if an interview with the hiring manager and team is in order.
STAGE 5: THE CLIENT INTERVIEW
Once the candidate has interviewed with the hiring manager and team, the Account Manager will follow-up with the candidate to gauge their opinion of the interview, process, company, department and team. This information is valuable when the Account Manager speaks with the Hiring Manager. Generally, one of four possible outcomes results from the interview.
Direct Hire – the hiring manager wants to make an offer:
Third Party Employment Solution – the hiring manager wants to engage the candidate as a Pentad staffer: