Clients

A Message to our Clients

Our mission is to help you succeed. We can help you acquire talented employees who contribute to, and fit into, your organization.

In a highly competitive market, you want people joining your organization to know you value them. Efficient and expeditious communications among client, candidates and recruiter show respect for one another and are essential to compete for good talent.

Of Critical Importance

Once candidates know you are considering them, there is an "interest clock" measuring the time elapsed between your contacts. Failure to receive feedback is seen by the candidate as a lack of interest on your part. If the clock runs down and the ticking stops, it is very difficult to restart.

We have tried to provide information that would be most helpful to you in describing how we can address your needs. If you have questions that are not answered here, please phone us in Colorado at 719 481 8563.

The Process

A brisk search process presents your organization in a favorable light. It increases the enthusiasm of the successful candidate, and it is good public relations.

To best serve your needs and, to function effectively as members of your team, we need the following from you:

Input

Understanding your needs, both now and as your organization grows, will determine the professional and personal qualities that define the best candidates for you. The better informed we are, the better the candidate selection will fit your needs.

We need to know:

• Your preferences,
• Your priorities,
• Your timeframe.

We need to know what your company does, and what sets you apart from your competitors. Our work includes the education of qualified potential candidates about the advantages of your organization.

We know how valuable your time is. Time invested in providing us with basic information at the beginning of our work multiplies into time saved as the search progresses.

Feedback

We need timely feedback on candidates presented for several reasons:

1. You want to fill your search promptly, and your feedback is an essential part of that process.
2. We respect the candidates we recruit for you. (Otherwise we would not present them.) We demonstrate respect from you and us by providing candidates with feedback in a timely manner.
3. Once candidates have decided to consider a move to your company, they are much more open to the possibility of leaving their current position, and are more vulnerable to approaches from search firms working for your competitors. Prompt feedback from you maintains their high level of interest in your company.

Passive Candidates

We’d like to share with you with some general thoughts about dealing with “passive candidates,” a term used to describe candidates who are not looking for a new position, but who, when contacted with an attractive alternative to their current work, are willing to be considered for something new. They are generally higher quality than “active” candidates, but they require different perspectives in recruiting.

1. Unlike active candidates, passive candidates generally have relatively few reasons to consider new work. They don’t have to. They are employed, presumably at satisfying work.
2. Passive candidates may be in a less than ideal position regarding issues such as opportunity for advancement or compensation, but they haven’t so far actually decided to make a change. In this situation, they generally take less initiative in the entire interviewing process. From their point of view, you and I are asking them to consider two changes -- leaving their current position and accepting a new one. They understand themselves to be the object of pursuit, not the pursuer. Because of this, at least early on in the process, they wait for us to lead the way in conversations. As mutual considerations progress, if it becomes clear that we in fact have a superior “value proposition” for them, we should see them taking more leadership and initiative.
3. Since they are not in the business of looking for new work, passive candidates need more information about your company and your position than active candidates. They need to understand why you offer an interesting opportunity. It is critical that we, as part of your recruiting team, know as much as possible about you, your position, your location, and your company so that we can share this information with them.