A Recruiting Process that Works

Egret Consulting has defined a proprietary search process that includes 32 discreet steps to help us identify, isolate and professionally assess qualified and motivated candidates. The following represents the primary elements of our comprehensive search process:

Establish Criteria

This initial step of our process is critical to the project success. It entails conversations with all stakeholders and other parties involved at your company to establish the search criteria. Our search definition includes a marketing summary of your organization, complete with a description of your company’s strategic plan, market channels, current successes, current challenges, future growth opportunities, financial status, marketing plans and initiatives. Once armed with this knowledge, we will prepare a detailed job requirements specification for your review to ensure all aspects of the position are covered. Not only does this allow us to establish criteria for the position, it also allows us to communicate specific job requirements with any candidates that we identify.

Search Confirmation
The next step is where we will prepare a marketing presentation that summarizes the essence of ‘why would the candidate want to work for your company?’ This presentation will include the detailed job requirements, including a definition of the position’s duties and responsibilities, a summary of your company as well as the preferred soft skills and contacts necessary to ensure a successful hire.
Research & Identification
We will prepare a list of targeted companies to begin identifying source candidates. This target company list includes all competitors as well as companies with similar channels of market coverage. We will include market intelligence provided by your executives. Egret will then gather the contact information of those company employees who would be likely targets for your needs. We will also tap into our extensive professional network and existing database of potential candidates. Our goal in this step is to compile a short-list of potential candidates to further qualify.
Recruitment & Qualification
Our recruiters will personally contact each candidate for preliminary qualification and interest in the opportunity. Our qualification process includes the following assessments to help us evaluate work experience, performance, accomplishments, goals and other aspects of the candidates’ capabilities.

  • Gate 1: Competency Assessment
    A series of career-related questions to determine, assess and assure the candidate has made successful and progressive movement in their career.
  • Gate 2: Experience and Strategic Planning Competency
    A comprehensive set of interview questions to evaluate the candidate’s past experience and validate a successful background to excel.
  • Gate 3: Leadership Assessment (reserved for executive leadership positions only)
    A face-to-face interview focusing on a series of questions to evaluate and assess interpersonal skills, team-building, leadership qualities and management style to ensure a successful transition into your organizational culture, management philosophy and desired attributes for the candidate. The questions also probe for demonstrated examples of leadership results that mirror the desired 1-3 year strategic plan of our client.

Final qualification techniques include degree verification, reference checks and more. We then provide written profiles of the top candidates who are deemed qualified and appropriate for consideration. Only the best choices are presented to the client. The exact number of candidates presented to the client solely depends on the degree of available talent within that particular marketplace that we deem a good match.

This step involves the presentation to the client of each fully-qualified candidate through a complete dossier. Each candidate dossier includes the following elements:

  • Summary assessment against original specifications
  • Resume/CV
  • Degree verification
  • Financial and personal summary of the candidate
  • Motivation and interest in pursuing the opportunity
  • References, typically conducted after approval from the client company
We help coordinate all interview activities with each candidate. We work directly with each client to coordinate the necessary interviews to ensure that each candidate is given equal opportunity for the position. Once the client selects the desired candidate, we work with all parties to ensure the candidate is properly hired and on-boarded with the new company. 
Offer Presentation
We work directly with the client to structure an appropriate compensation package for the selected candidate, as well as facilitate the resolution of any related or residual issues. We will help negotiate and clarify any issues of compensation, relocation, non-cash issues and benefits and assist each client in the preparation and presentation of the offer to the successful candidate.
Follow Up & On-Boarding
Upon placement, we will remain actively engaged with the client to ensure a smooth onboarding of the new hire and the remaining terms of the contract are fulfilled. We remain engaged with the both the candidate and client throughout the first year of employment to ensure a smooth transition, complete with defined follow-up conversations at predetermined intervals. These conversations include verifying job satisfaction, job performance, job definition as well as personal issues; family transition issues, housing, education and more.