Our Process
Our Process Ensures Success
IdeaBuilder specializes in placing key individuals with companies experiencing growth, change and transition. We have expertise in matching candidates to the culture of our client’s organization and management. Clear, timely communication ensures success. To that end, let’s clarify terms used:
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Process
The Client Relationship
When you retain IdeaBuilder, you are investing in the time and expertise of a highly skilled team of professional recruiters. It is important to be keenly aware that you’ve invested in our time and capabilities; not only the successful candidate which results from our work. We are committed to your project until you are completely satisfied. Ours is a unique process, designed to identify and attract the most qualified and best-suited candidate(s) for your position(s). Upon your approval to proceed, we will progress through the following steps:
Position Profile Development
The key to success in any endeavor is to know what you want and how you are going to accomplish it. Our organizations must work closely during each phase of the search. Our complete understanding of your needs and your strategic direction are vital to a successful search. We begin all our search engagements by meeting with key executives who will ultimately be affected by the hire’s performance. Using the IdeaBuilder Client Questionnaire, we develop a confidential Position Profile that concisely outlines your organization’s background, the working relationships, personality, values and responsibilities expected as well as required education, work abilities, and experience. Following your review and approval, this profile will become the basic tool for our search. Everyone involved should share common expectations for the position to be filled, causing a better search and selection process and a direct and positive impact on the performance of the successful candidate.
Target List Development
Through our meetings to develop the ideal profile of the position, we can gain the information necessary to create a target list of organizations where candidates are most likely to be found. Both parties will approve the Target List to ensure that our valuable business relationships are not damaged in any way.
Custom Research & Sourcing
During this phase, individuals within targeted organizations and our extensive database will be identified and contacted as either potential candidates or sources. Following the initial call of introduction, each potential candidate will receive a copy of some aspects of the Position Profile. This is one tool we use to build enthusiasm toward our client. Our process of research and sourcing continues throughout the process, ensuring an effective, deep and efficient search.
First Progress Report & Meeting
In either the third or fourth week of the process, we will issue a report that summarizes our work and preliminary findings. This report will include brief narratives on qualified potential candidates who appear to be interested in the position you are seeking to fill. We will also meet with you to discuss our progress and assess how close we are to achieving the target, and if any adjustments are needed.
IdeaBuilder Preliminary Interviews
When candidates are selected and pre-qualified, (PQL’s= probable interest, match general skills, but prior to deep interviewing) we will meet and interview the narrowing set of candidates, carefully reviewing each candidate’s background, identifying strengths, personality, values, weaknesses, and motivations. We also identify critical factors for continued interest as well as issues related to compensation.
Second Progress Report and Meeting
Following our multiple rounds of interviews, we will present you with a report on finalists that includes resumes along with thorough narrative Top Sheet summaries of our observations on the most promising candidates. Our report will also include information on any additional candidates who have surfaced through our continued research and sourcing efforts. You may select candidates to be interviewed by your organization and determine if any of the additional potential candidates that have arisen since our first meeting should receive further consideration.
Client Interviews
We are prepared to assist you by coordinating all interview arrangements, developing interview questions, and an appropriate interview format if needed.
The Offer
You are, of course, responsible for the final candidate selected, while we will certainly negotiate the job offer on your behalf, also delivering the bad news to runners-up after offer acceptance. Our contract also allows for a 5% service charge if we are to develop an employment agreement on your behalf.
Follow-Up
We will follow up with you at 30, 60 and 90 days after each candidate’s hire date to ensure that an appropriate match has been made. We value lasting relationships with each of our clients, and will ensure you are happy through the end of the engagement.
Reference Checking
Following your interviews, we will conduct reference checks on the most promising candidates. We will attempt to question former supervisors, peers, and subordinates, focusing on the issues cited in the profile, along with any other issues that may have surfaced through the interview process. As reference checking is an inexact science, we strongly encourage our clients to participate in this process.
Additional Progress Reports & Meetings
Additional progress reports and meetings will be issued and conducted as necessary until the satisfactory completion of the search engagement. We use a personal style analysis tool similar to the DiSC Profile. If
desired, IdeaBuilder can coordinate your further, internal personality profile analyses or psychological testing and background tests for your top candidates.