Our Search Methodology

Our Search Methodology

In our experience there is as much Art to the process of recruiting, as there is Science.   And while some may feel this is where we deliver a sales pitch on how good we think we are, it is actually where we believe we can impart some of our  wisdom, whether you use Apollo Staffing or not.  Think of this as part process definition, part Blog content.

Lost in the normal dialogue regarding recruiting is the incontrovertible fact that the service we perform deals with a living person. And unlike hardware and software products, this living person thinks, has intelligence, personal and professional aspirations, along with a social and / or family life.  And most importantly, they make independent decisions regardless of what the recruiting firm hopes takes place, or what the hiring company desires after an offer is made.   The recruiting cycle is far more complex and sophisticated than many care to acknowledge, and nowhere in the entire lifecycle of the recruiting process can shortcuts be taken without impacting the desired outcome.

One last acknowledgement……. Apollo Staffing believes in the fiduciary responsibility to both parties involved in the process; our client who pays the bills, and the professional who accepts our service in good faith and trust.

Step One – Understanding the company and the position.   If the staffing firm cannot articulate the value of the role in terms of career development, and the role within the organization, how can you expect them to deliver top quality candidates?   If you use Apollo Staffing to help secure technical talent, EDUCATE us!   At a high level, that means understanding both the social fabric and organizational chemistry of a company or division, as well as the details of the skillset and experience requirements.

Step Two – Identifying candidates.   In general, staffing firms who recruit for a role in a specific geographic area, “fish from the same pond”.  If that is the case, how do we (or anyone else for that matter), do a better job than the competition in identifying quality candidates?  The core search strategy must be defined, measurable, accurate and repeatable.  However, the search process must not be so rigid as to be unable to integrate the unique or required steps necessary for the client to feel comfortable with the desired outcome. The components of the process should contain direct targeted recruiting, use of social media where appropriate (LinkedIn, Twitter, etc.), traditional and specialized job boards, candidate and client referrals, user groups when available, and other resources such as a proprietary candidate pool  a company may have refined over the life of their existence.  Our process contain all of these resources, plus others.

Step Three – Job position articulation and candidate assessment.  Once qualified candidates have been identified (whether they are actively looking or passive candidates), you move to Step Three of the process; and it is here perhaps where some of the “secret sauce” of a staffing firm comes into play.   In order to capture and generate interest from a potentially qualified person in behalf of our clients, it boils down to how successful we are in articulating the value proposition to their career regarding the role we have been engaged by our clients to fill.  Without their attention and interest, there is no second part to this step; assessing the alignment of the candidate’s background and interests to the client’s requirements.

Step Four – Presenting the short list of qualified candidates.  At this stage (whether sequentially or simultaneously) we present the professional’s credentials, a professional summary on each, and a description of the motivations and expectations behind their interest in the position.  We answer any questions our clients may have regarding the professionals we have presented, or secure additional knowledge regarding the professional as necessary to effectively secure interest by both parties.

Step Five – Client Interviews / Feedback / Background and Reference Checks.  When interviews go well, client and prospective employee get along, everyone’s goals are aligned, the process typically ends well for all involved.   That doesn’t mean hard work does not remain, it just usually means each party works hard to hold up their end of the process.   It is when a disconnect, misconception or misunderstanding, redefinition of the role based on actual interviewing experience, or some other change in position role occurs, that timely and unvarnished communication between our clients and staff become even more critical.

Apollo Staffing holds a hard and fast belief:  Hiring companies deserve truthful, accurate and timely feedback from the professional interviewing, and the professionals interviewing also deserve truthful, accurate, and timely feedback from the client. Apollo Staffing conducts varying levels of reference and background checks to completely satisfy the specific requirements of our clients.

Step Six – Offer / Feedback / Acceptance.   Typically, both the hiring company and professional candidate desire the original offer to meet expectations on both sides, with the offer accepted without negotiation.   This should be the norm, not the exception.  It does however require communication between the client and the staffing firm BEFORE the offer is made, providing the proper knowledge to allow the staffing firm to shepherd the process through the acceptance phase. When done correctly, the staffing firm will have held a number of conversations with both parties prior to the offer regarding salary, benefits, and other important decision points, and able to provide important information back to the client company.   If either the hiring company or professional chooses to pursue the final discussions unilaterally, each loses the value and benefit of domain knowledge the staffing firm has gained from each party through the entire process.  At this final stage of the process, it is not about winning or losing a negotiation; rather it is about ensuring both parties are aligned in terms of performance expectations, overall compensation package, and a clear understanding of the career path available.