Our team is focused on developing long-term relationships and providing exceptional service to our clients and candidates. Our goal is to ensure a smooth onboarding process!
Clients
If you are looking for experienced professionals with unique skillsets, the ability to think outside of the box, and a passion for driving change in their industries – contact Jeff today!
Our Process
Stage 1 –We ask and then we listen
- Step 1: An initial discussion involving the recruiter and members of the hiring staff.
The discussion will address the reason for the job opening, competitive landscape, reporting structure, corporate culture and value proposition, and onboarding/training. - Step 2: Defining the requirements
Full needs analysis resulting in an accurate job order form (i.e., roles and responsibilities, expectations, obstacles this new hire may face over their first 30 days to 6 months of employment. Benefits and compensation, etc.) - Step 3: Why You?
An overwhelming majority of the candidates we will be presenting to you will be recruited directly by Anchor Light. Meaning they are likely employed, mentally engaged, and loyal to their current employer. What will your company offer them, that their current organization does not? - Step 4: We develop a search strategy.
Compile a targeted and aggressive list of possible sources who likely identify as appropriate candidates. These sources include networking with industry contacts, executive level contacts, database resources, referrals, research associations /attending trade shows, and old fashion COLD CALLS.
Stage 2 –Implement and engage search.
- Step 1: We identify and qualify prospects.
Review experience, credentials, past job movement, motivations for taking recruiter’s calls, and what the next opportunity must provide them.
Discuss job opportunities, requirements, and expectations.
Stage 3 – Selection of candidates
- Step 1: We present the list of candidates.
Verbal presentation of our “short list” of qualified candidates. - Step 2: We manage client/candidate interviews.
Coordinate logistics of the interview process, including pre and post-interview briefings with both candidate and client. - Step 3: We conduct pre-offer/pre-close preparation.
Reconfirm compensation criteria, revisit counteroffer, and start date availability. Confirm commitment to the opportunity to ensure an extended offer will result in acceptance.
Stage 4 Offer
- Step 1: We extend a verbal offer
Present all components of the offer, including compensation (bonus, commission structure, stock, etc.) benefits, title, reporting structure, and start date. - Step 2: We get a formal acceptance of the offer.
Obtain a signed offer letter. Manage candidate resignation process including written and verbal notice, counteroffer avoidance, etc. - Step 3: We follow up with your new hire.
Track the progress of resignation through successful integration within the new corporate environment.