选择语言
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Within 3 months after on-board
Help candidate adapt to the new environment
A candidate's work on board does not mean that our effors come to the end, in our experience some people may have negative emotions in a new environment, for example, unsatisfied, confused, worried....and if they are not handled well, then it may lead to the bad situation of falloff, so it is very necessary for us to keep close contacts with them to know their feeling, and release their concerns, or feedback to our client to solve the problem if any, therefore, it usually reduce the risk of falloff and help candidates get addapt to the new environment and make contributions in the new company
Within the first month post-acceptance
Help candidate transit the work
Once the candidate accpet the offer, then we are at the stage of work transition. The fact is that the majority of employers usually do a lots for example salary increasment, titile promotion to retain the good employees who submit the resignation, and sometimes some candidates will accept the counteroffer, so it is very necessary for us to involve candidates' work transition, analyze the prons and cons, and manage the risk of counteroffer effectively
Within 4 weeks
Offer negotiation and acceptance
If an ideal candidate is decided to be offered, then we come to the stage of offer negotiation. Since offer negotiation is a matter concerning on the interests of both parties, sometimes a minor disagreement may cause a agreat unhappieness and even kill a deal, so it is necessary to leave it to the third party, what we can make sense here is that we can soften the negative impact caued by some miscellaneous and unimportant things and move the process forward smoothly
Within 3 weeks
Candidates interviewed by client
If every thing goes well, clients can interview all the shortlisted candidates on time, then it may take one week to complete all the interviews; we will also follow up closely with all the candidates to get their feeling and feedback to our clients.
Within 2 weeks
Search an qualify candidates
Within this period, we will make lots of efforts to search out the suitable candidates, for example, database search, cold-calling, advertising, and internet search...with aiming to shortlist 3-5 right-fit candidates, therefore, we will try to screen 30-50 candidates and “pick one in ten"; to find out the really matched candidates, we will qualify them from several aspects including motivation, management skill, technical skill, interpersonal skill, communication skill as well as language
Within the first day
Set Target List
Right Fit candidates are normally from the same or similiar industries, so, we first will set a list of targeted companies (normally 80-120 targeted companies in the same industry or similiar ), followed by a list of relevant individuals, is drawn up. This initial target list is to be agreed with the client to ensure maintenance of existing relationships with vendors, suppliers and other protected entities, since we are very focused on the niche market, so it takes us a shorter time period to come up with the list
1-2 hours at the beginning
Needs Analysis
An initial research effort is undertaken to ensure that full information on the positions and the client are obtained. In addition to job descriptions and other factual information, the consultant will attempt to understand the corporate culture, business philosophy and strategy of the client to determine personality fit and requirements.