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Our Recruitment Practices and Expectations
Initiating the Search
As one of our clients, your role is to:
Provide Hire Solutions, Inc. with detailed information on the size, scope, nature of your business, and key contacts within your organization.
Make sure to complete a Job Order Inquiry, which will broadly define any existing job openings.
Clarify the details with Hire Solutions, inc. and determine the "ideal" candidate profile that you have in mind. Please include fine-tuning skills, responsibilities, background, education, advancement, salary, benefits, key success criteria, cultural nuances, and long-term fit.
As the recruiting firm, Hire Solutions' role is to:
Maintain extensive resources and networks in the foodservice, contract and healthcare and hospitality industry.
Access industry leaders, key companies, associations, and vendors to keep abreast of who's who in these industries.
Research and conduct reconnaissance to identify and contact potential candidates, beginning with sources and backgrounds you recommend.
Provide you with updates (at least weekly) of our progress and results of our research.
Discuss possible roadblocks or difficulties and suggest possible courses of action
Conduct multiple, in-depth interviews with candidates, via telephone or when feasible, in person. These interviews will evaluate:
Business and technical skills, experience, attributes, assets, competencies, positive and negative traits.
Motivation for job change, compensation history or needs, geographic and travel requirements and concerns.
General match to the "ideal" candidate profile through behavioral interviewing.
The client will:
Follow-up with "live" response to submitted resumes within one workweek.
Provide candid opinions and feedback within 72 hours of the interviews.
Provide regular updates with Hire Solutions, Inc. regarding scope of positions, changes in salary, or criteria.
Hire Solutions will also:
Coordinate interviews between candidates and you, the client.
Prepare candidates and as appropriate, the clients' staff, for interviews.
Debrief candidates and the client after the interview.
Continually qualify and assess the candidate and the client company for a suitable match.
Conduct references on candidates and provide written documentation of the references.
Evaluate the job offer and aid in negotiating the proposed offer.
Coach the candidate through their resignation of the current position.
Follow-up with the "new hire" and the client company before the candidate begins employment, and regularly during employment.
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