“Connecting superior performers with superior companies” requires 25 powerful recruiting steps. These
25 steps are broken down into four quintessential stages involving client, recruiter, and candidate
interactions.
As a proponent of small and medium-sized businesses, MGM Advisory Services has advanced its “we
have nothing to prove, but we have someone to serve” motto by conducting in-depth analyses for client
candidate placement. MGM Advisory Services puts a fresh spin on recruiting by investing in the process
to create genuine rapport and lasting relationships with clients and candidates. Our proactive approach
in prior dealings has proven that providing quality over quantity equates to efficient and customized
results.
Taking you through the entire process from A to Z in four quintessential stages:
Stage One: Defining the Position, Creating a Plan
In order to successfully place a candidate with a client it is imperative that the client and recruiter sit
down and discuss the qualities they seek and how they plan to obtain their ideal candidate. The
components of this stage can be laid out in eight effective steps:
1 Identifying the client’s needs should be discussed from the start. Conducting a Needs Analysis will
provide guidance as to what the recruiter is expected to locate in addition to determining best-fit for
the company’s culture.
2 Creating a Candidate Profile involves the assessment of numerous qualities. Getting to know the
candidate and evaluating whether he/she is qualified for the position requires the analysis of the
candidate’s:
- Functional Skills
- Technical Skills
- Core Competencies
- Company Culture Assimilation - Position Character
3 Agreeing upon a win-win Fee Structure is necessary before going any further. Selecting a contingency,
retained, or hybrid compensation framework is a task for the client and recruiter to establish prior to
sourcing.
4 Developing a Client Brand will attract top candidates. Branding opportunities provided by the client in
an ardent manner persuades the top candidate to accept an offer with the proposed client versus
acceptance of an alternative offer.
5 Once the client brand has been developed a Job Description must be specified. If the client does not
have a specific title for the position the recruiter can provide assistance with naming it as well as offer
insight based on the candidate’s previous job experience and current capabilities.
6 Establishing the Salary to be offered to the candidate can be done by the client or it can be provided
by the recruiter. The salary will be derived from the current economic trend for the position and a range
will be presented to the client.
7 Determining the best Sourcing Methods for locating the top candidates and Figuring Costs will provide
a recruiting process that is cost efficient while maximizing utilization of candidate pooling.
8 Clarifying the Interview Process and who will be involved in the hiring chain is essential to the decision
making process. Once the hiring chain is set, interviews can be scheduled and candidates brought in.
Stage Two: Going to the Source – Finding Quality Candidates
Once the recruiter and client have defined the position they are looking to fill and have created a plan to
obtain the top candidate it is the recruiter’s job to find the candidate that is best qualified. Finding
quality candidates is dependent on the strength of available resources. Attracting desirable candidates
can be accomplished in four steps:
9 Posting the job description that was developed in Stage One will attract candidates that are on the
market and believe themselves to be qualified. Sourcing these candidates requires the recruiter to
narrow down the pool to those qualified for presentation to the client.
10 Pre-screening the top 100-200 resumes for matches in the candidate profile that coordinate with
compensation and the candidate’s career goals allows the recruiter to move from quantity to quality.
11 MGM Advisory Services prefers to Conduct Face to Face Interviews with the top 10-20 candidates.
Conducting face to face interviews provides the recruiter with the opportunity to foster rapport and
build a candidate recruiter relationship.
12 Presenting the top 3-10 candidates to the hiring manager should include presentation of the
candidates’ resumes, the candidates’ pros and cons, and the candidates’ desired compensation. In
addition, the recruiter should provide the candidate with an interview overview so the candidate feels
confident and prepared when speaking with the hiring manager.
Stage Three: Building Rapport, Prepping for Interviews
Having narrowed the applicant pool from quantity to quality the next step is to prepare the handful of
candidates remaining to excel in their interviews. Interview preparation begins with continued recruitercandidate communication in a six step process:
13 Feedback provided by the hiring managers after reviewing resumes and candidate profiles selected
by MGM permits the client and MGM to accurately co-identify the top 3-5 candidates needed for
interview preparation. Client feedback is used by the recruiter to tweak candidate searches and aid the
candidate with self-marketing strategies for the available position.
14 Facilitating Client-Candidate Face to Face Interviews affords each party with an idea of what to
expect. Self-presentation in face to face interviews grants clients and candidates the opportunity to get
a feel for the work environment and provides a tangible sense of company culture and personality fit.
15 Post-interview Debriefings with the candidate and hiring manager individually by the recruiter is
absolutely necessary. Debriefings relay critical information regarding the candidate’s and client’s
evaluation of the interview. The recruiter utilizes the debriefing to gauge the progress each candidate is
projected to make in addition to identifying strengths and weaknesses the client has observed.
16 Running Reference Checks on the top 3-5 candidates advances the selection and hiring processes.
Reference checks serve as an additional medium of collecting feedback regarding a candidate. When
conducting reference checks at this stage it is not necessary to contact all who are listed but to select a
few at random.
17 Subsequent Client Interviews with candidates further narrow the candidate pool from the top 3-5
candidates to the top three. These candidates should blend with the company culture, have formidable
references, and be competitive selections. Subsequent interviews assist in separating the strong
candidates from the superior candidate.
18 Occasionally the recruiting process calls for a Re-Evaluation of the candidate pool as a result of
position evolution. The client and MGM will potentially need to update the position profile and source
more candidates. Though only a few candidates remain it is the recruiter’s goal to supply the client with
the top candidate and successive searching may be required.
Stage Four: Closing the Deal – Connecting Superior Performers with Superior Companies
Acceptance of a proposed offer is the finish line to recruiting and job placement. Supplying the client
with a superior candidate reflects the detailed efforts of the recruiter in pinpointing the desired talent.
Ensuring that the client and candidate are satisfied with the pending agreement occurs over seven
integral steps:
19 Making the Final Candidate Decision is left up to the client. Once the hiring manager selects the
champion candidate the offer details are then relayed to MGM. The recruiter needs to review and
understand the offer details so that any confusion can be eliminated and the recruiter can confidently
discuss the offer with the candidate and address any of his/her concerns.
20 Transmit verbal (or written) Offer to candidate and reviewing the contents of the offer leads to
candidate acceptance or declination. In some cases the recruiter may potentially relay the candidate’s
acceptance of the offer to the client. In Stage Four the recruiter’s central role serves as liaison between
the two parties.
21 Handling all Negotiations consists of finer contract details. Negotiations can include counter offers,
appropriate resignation timing, etc. Negotiations can vary depending on the candidate’s current
employment status and company regulations. As a recruiter be knowledgeable of the guidelines that are
instated regarding client regulations and candidate obligations.
22 Confirming the Start Date and coordinating Required Documents can be an exciting time for the
candidate. This stage mainly necessitates administrative work but also involves candidate preparation by
the recruiter regarding transition of employment.
23 Provide Background Check (if needed) before finalizing the contract acceptance. Credentials to verify
include:
- Social Security #
- Employment History
- Credit Score
- Education
- Criminal Record
- Drug Testing
24 Debriefing with the client on Future Improvements to recruiting process is benevolent to the
recruiter and especially the services provided by MGM. Determined to deliver distinguished service and
exemplary results, MGM looks for client assessment and critique.
25 Assisting with the On-Boarding Process and Maintaining Relationships with the client and candidate
through continuous follow-up are fundamental to establishing rapport. Rapport is constructed when
candidates and clients have favorable experiences working with the recruiter. Pleasant recruiting
experiences conclude with smooth transitions and effective candidate on-boarding which result in client
and candidate satisfaction and lead to prosperous referrals and business growth.
We Determine Our Own Success
At MGM Advisory Services we approach the recruiting process in a way that allows us to provide quality
over quantity. These 25 Powerful Recruiting Steps function as an outline to guide recruiters in an
efficient search while allowing them to connect superior performers with superior companies in a timely
fashion. In addition, this outline enables us to build a customized business plan that demonstrates how
we cater to each client. Using a customized approach and openly communicating with our clients and
candidates creates rapport and long term relationships. The relationships established during our
business dealings truly grant us the opportunity to act as an extension of the client’s company. With
these steps we have combined a humble attitude with a fierce resolve to serve our clients and we are
passionate about assisting our clients so they can be as successful as possible.