Once the client profile is complete, we turn our attention to the open position, reaching beyond the job description to glean as many insights as possible. This fact-finding process helps clarify what makes the position different from similar roles at other companies, competitors who have best-in-class talent, the skills that are most important, and more.
But sometimes hiring leaders don’t know what they want in employees, especially if the position is new. That’s where the due-diligence comes into play. In such cases, the practice leader draws upon details gathered in the intake form to guide the conversation, with statements such as “It looks like a sales manager with a database of customers in the Renewable Energy Industry would be advantageous.”
If it isn’t clear already, building the sourcing strategy, like other elements of Recruitment Research, requires a partnership between the client and the recruitment agency. “It’s a partnership built upon transparency and honesty,” said Victoria McCoy, former executive vice president of organizational strategy at a national data security firm and a longtime Duffy Group client.