Full Cycle Recruiting Process

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:

• Advertising plan
• Job posting and marketing content
• Telephone script
• Screening questionnaire
• Disclosure script
• Interview roadmap
• Candidate Dossier Form

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:

• Place ads on major job boards and specialty boards to generate resume flow
• Network with our exclusive group of industry specific and professional contacts for referrals
• Social networks
• Identify and pursue individuals in comparable positions with similar companies
• Network with other excellent

candidates we’ve met in the same or similar field to get the word out

• When applicable, use other media
• When applicable, work with university and trade schools
• When applicable, work with professional and trade associations

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:

• Any ambiguities in education or experience
• Salary history
• Reason for job transitions
• Perceived motivations related to career moves
• The Account Manager’s reasons for believing this candidate is a good fit
• The candidate’s salary needs
• The candidate’s ability to interview
• The candidate’s ability to start a new position

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.

• If an interview is requested, Pentad makes all the arrangements – the client need only provide the time, date and location. We’ll make sure the candidate is there.
  • If travel arrangements are needed, Pentad will assist with that as well.
• If the client does not wish to interview the candidate, Pentad will handle informing the candidate.

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.

1. The hiring manager wants to consider the candidate for a while, perhaps see additional candidates:
• Pentad will contact the candidate, keep them abreast of the progress, and keep them engaged. We will also keep the client informed of the candidate’s status, in terms of other interviews, offers, etc.
2. The hiring manager wants to bring the candidate back for a second interview:
   • Pentad will handle all the arrangements
3. There is no interest in hiring the candidate:
   • Pentad will contact the candidate and respectfully and professionally inform the candidate of the clients rejection
4. Hiring Options:

   Direct Hire – the hiring manager wants to make an offer:

   • Pentad will assist – to the extent the client wishes – with extending the offer, negotiating the terms and onboarding the candidate. As part of our comprehensive screening process, we will perform the pre-employment verification and all necessary background and reference checks.

   Third Party Employment Solution – the hiring manager wants to engage the candidate as a Pentad staffer:

   • Pentad will hire the candidate on Pentad’s payroll. We will maintain the employer/employee relationship. As part of our comprehensive screening process, we will perform the pre-employment verification and all necessary background and reference checks and on boarding.