We suggest spending the better part of a day on site at the organization to gain a firsthand perspective of the operation and, if possible, meet personally with management team members and other key constituents at that time.

The result of this work will help us better understand the technical requirements of the position as well as understand the unique personal/cultural profile needed to develop the position description. Once the position description has been developed we ask our clients to confirm the specifications for the search.

When we have narrowed the potential candidate list, we then meet face-to-face with the candidate to corroborate our initial assessment and to conduct a behavioral learning interview to collect information on past experiences in order to predict likely future behavior in similar situations. By combining the key attributes of our client’s culture with the leadership attributes required for individual success, we then employ The Recruiting Architect® assessment methodology to determine those individuals who best match our client’s culture, personality and beliefs. We then conduct preliminary reference checking and perform educational and professional credentials checks. We will also obtain the following from a third-party vendor, Kroll Background America: employment history check, criminal record check, civil record check, social security trace and drivers license verification on finalist candidates.