Insights into the forces shaping our industry.

Let’s talk about the Egret recruiting process. That process by which companies find fresh candidates. Simple, right?

Wrong! If it were simple, everyone would do it and they would most likely be really good at it. The fact of the matter is that they don’t. That’s one of the many reasons they hire executive recruiters to help them. (Or at least they should.)

So let’s dive in!

What is Egret’s recruitment process?

Egret has defined a search process that helps to identify and professionally assess qualified candidates. Within our search process we have 7 key areas of focus from establishing criteria to the final onboarding process.

#1 Establish Criteria

The first step is probably the most important. In order for us to create a successful search we need one very important thing from you; communication. (and lots of it) We want to speak with you, your hiring managers and any other parties involved that can help us get accurate and detailed information of the job description and search criteria.

#2 Search Confirmation

Next we prepare a marketing presentation that summarizes the question, ‘why would the candidate want to work for your company?’ This presentation includes 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.

#3 Research & Identification

In the research & identification phase we prepare a list of targeted companies to begin identifying source candidates. This list includes all competitors as well as companies with similar channels of market coverage. We will then gather the contact information of employees who would be likely targets for your needs. We also tap into our private network database of potential candidates. Our goal in this step is to compile a short-list of potential candidates to further qualify.

#4 Recruitment & Qualification

Our recruiters will contact each candidate for preliminary qualification and interest in the opportunity. Our qualification process includes the following assessments:

Career History

A complete review of the candidate’s career progression, including reasons for career moves, level of responsibilities and results.

Fit

An assessment of the candidate’s skills, personality, cultural fit and personal motivation to make a move.

Verify

We conduct degree verifications, professional references, compensation details and a summary of personal lifestyle conditions as pertinent to their ability to change or relocate.

#5 Interviews

We help coordinate all interviews to ensure that each candidate is given equal opportunity for the position. Once you select the desired candidate, we work with all parties to ensure the candidate is properly hired and on-boarded with your company.

#6 Offer Presentation

We work directly with you as our client, to structure an appropriate compensation package for the selected candidate. We will help negotiate and clarify any issues of compensation, relocation, non-cash issues, benefits and assist each client in preparing and presenting the offer to the candidate.

#7 Follow Up & On-Boarding

Upon placement, we stay actively engaged until the contract is fulfilled but will also continue to check in with both parties throughout the first year of employment to further ensure a smooth transition. We check in with the candidate to verify job satisfaction, job performance, job definition, as well as personal issues; family transition issues, housing, education and more.