Meet to discuss the project. Gain all relevant material about Client and the position.
Once awarded the search, in conjunction with stakeholders, develop “critical needs” (top criteria for the position) notes and move to draft of marketing position specification. Develop criteria for candidate prospect action plan.
Gather potential suspects who may have interest or may refer candidates from various sources including list acquisition, membership directories, proprietary organization websites.
Finalize position specification and begin mass distribution to prospect list and other relevant prospects; post on various job boards (CRA Proprietary Database; Catholic (NCEA) Job banks and databases; The Ladders; Linkedin; Catholicjobs.com etc.); telephone campaign to increase awareness / referrals. Insure all relevant prospects are aware of the position.
Begin receiving applications and conduct initial vetting of candidates. Share with client as appropriate.
Provide 30 day review of progress updates.
Begin video conference with high value prospects and share more detailed information about the client, environment, culture etc.
Have semi-finalists complete action plan (criteria determined previously) for presentation along with credentials to search committee.
Present short list of semi-finalists to search committee. Gain consensus on 2-3 finalists to invite for personal interviews.
Gain approval and conduct pre-employment background check in accordance with client procedures. Begin vetting professional references; social media research etc.
Assist in coordinating search committee meetings with candidates.
Assist in negotiation and acceptance of offer by the candidate selected.
We leverage decades of experience with our well-established network to bring the perfect fit for your executive recruitment needs.
Catholic Recruiter Associates
P.O. Box 967
Ridgefield, CT 06877
Telephone: (203) 438-8475