“How can I receive the best return for my money while incurring the least risk?” This is a question that you should ask yourself when deciding what search firm to choose. At Heritage, we believe that our “process driven” philosophy addresses this exact question.

Initial Job Profiling Process:
The principal/recruiter (It is important to note that your search is handled by a principal of the organization who is consistently involved with strategic decisions at Heritage) arranges a meeting with the client contact to discuss the opening. This meeting usually includes the appropriate Human Resource individuals as well as all other personnel involved with this position. Heritage consultants utilize a specific profile questionnaire, which may range from 37 to 45 questions depending on the level and complexity of the job. These questions are designed to help our clients develop a thorough understanding of each new opening. In addition, the in-person discussion helps the principal/recruiter gain the greatest possible appreciation for our client’s culture. Upon completion of the initial job profile session, the Heritage consultant constructs a formal written profile, which is approved by the client and then given to the research specialist to start the initial candidate development phase.

Research/Initial Candidate Development:
This initial phase of development usually involves two distinct steps: name generation of prospective candidates and initial qualification. When the principal/recruiter from Heritage initially profiles the job, a list of target companies is developed in concert with our client. This target list along with our research specialist’s strong candidate network, provide a solid pool from which we can generate prospective candidates. Once enough names have been gathered, the research specialist will start to qualify each prospect through an in-depth phone screen. This conversation helps determine if the prospects are interested, technically qualified, and if their motivations for movement are logical. If the researcher deems appropriate, they will share the job profile with the candidate(s) to further distill any concerns. Finally, the research specialist narrows the prospect list to five or six solid candidates, which in turn, is discussed with and handed over to the principal/recruiter.

Phase Two of Candidate Development:
Once the principal/recruiter receives the short list, they will spend an additional 2 to 3 hours confirming answers to questions gathered by the research specialist and perhaps even more critical, screen the candidates for the “fit” to the client’s culture and philosophy. Because Heritage principals/recruiters have worked on various searches in various disciplines and industries, they develop a keen perspective on the total picture of their client’s environment. In turn, they can easily distill a prospective candidate’s potential to acclimate to a client’s culture. Upon selecting the candidates deemed to be high caliber and an exceptional “fit”, the principal/recruiter will prepare a written profile on each candidate. This profile, an exhaustive report detailing all the information gathered to this point, is given to the client to evaluate and decide if an interview should be scheduled.

Client Interview:
Prior to any candidate going in for an interview, our client and all individuals that are part of the interview team will receive the candidate profile, resume and summary of the position in question. Our objective is to make sure that both our candidate and our client are well prepared for the interview. At the time of the interview, the principal/recruiter will make his or herself available to be present if the company so desires. Alternatively, the principal/recruiter will make his or herself available for an in-person or telephone conference with the company and its representative(s), immediately after any candidate interviews, for purpose of discussion and/or clarification of any points that arose during the interviews.

The Offer:
Once the client wishes to extend an offer of employment to a given candidate, the principal/recruiter will participate in transmitting that offer to the extent desired by the client: Heritage can “pre-close” the candidate after which the client can present the offer, extend the offer to the candidate or just follow up with the candidate to answer questions and help close the candidate after the client extends the offer. Regardless of how the client would like to handle the offer, the principal/recruiter provides the client with a written “Compensation Profile” on the candidate prior to the formulation of any offer. This profile will detail the candidate’s current (or immediate past) compensation, Heritage’s best estimate of the compensation package the candidate is seeking to join the company, and what Heritage recommends to successfully provide closure to the process. Given the sensitive nature of career changes, most candidates prefer that their search activities remain confidential until such time as an offer of new employment has been tendered. At that time, references can be freely contacted without chance of compromising a candidate’s current employment. It is for this reason that Heritage strongly suggests that offers of employment be made “contingent upon the receipt of satisfactory references.”

Although a candidate has been successfully placed, the principal/recruiter will provide consistent follow up to both the candidate and client to ensure that a strong relationship develops. Our goal is to cultivate strong partnerships not just make placements!