Recruiter’s Search Process
The search process used by both our banking and financial recruiters and our medical device recruiters, which has proven to effectively identify and deliver high-level talent for our clients, is broken down into four parts:
Assignment Parameters
- Obtain complete job profile (position, purpose, specifications, etc.)
- Obtain complete profile of the ideal candidate (background, experience, performance indicators, cultural fit with option of personality profiling of the client’s top performing employees)
- Consult with clients on industry compensation standards and options
- Assemble the project team and brief the project manager
- Conduct market research, including client’s direct and indirect competitors
- Determine additional companies that employ candidates with desirable skill sets
Recruiting Process
- Compile list of targeted companies and candidates to review and revise with client
- Identify “hands off” list, if applicable and/or target candidates
- In-depth telephone interview with candidates to ascertain three things:
- Do they have the appropriate background? Cultural fit?
- Are they willing to change jobs for the right opportunity?
- Do they believe the client can satisfy their career goals?
- If desired, face-to face and/or recorded interviews for qualified candidates
- Present short list of qualified candidates to client with supporting documentation
Interviewing Process
- Formally present candidates to client and discuss candidate interview results
- Provide results of in-depth reference checking to client
- Arrange first face-to-face interviews with clients
- Prepare candidates for first interviews with client
- Prepare client for first interview of candidates
- Debrief candidate for fit and interest
- Debrief client for fit and interest
- Professionally release any candidate the client does not wish to pursue
- Consult with both candidates and clients on competing candidates and opportunities
- Arrange second interviews and discuss concerns and/or next steps
- Continue to support and direct both client and candidate
Closing and Follow-up
- Verify earnings and negotiate package to be offered to ensure satisfaction of both parties
- If desired, provide educational verification, credit history, motor vehicle records, etc. (additional fees may be incurred, based on standard rates)
- Transmit verbal offer to candidate and relay formal acceptance of offer to client
- Ensure all HR documentation and processes completed
- Consult with candidate addressing resignation and counter-offer
- Confirm start date, receipt of formal written offer and written acceptance
- Remain in contact with candidate and client through start date and initial phases of employment
- Verify with client that project was successfully completed and satisfaction with our services
When I evaluate the effectiveness of a search firm, I look at four factors. First, what is the quality of the candidates put forth and how well did the firm really know them. Secondly, how easy was the firm to deal with in terms of information gathering, coordination, and follow up. Thirdly, did they have our bank’s best interest at heart, and lastly, was the fee for the service fair and worth it. I would give Stacy and Park Avenue an A+ in all four areas. They play the game at a very high level and a bank needing new talent should give them the opportunity. We are very grateful for our relationship.
Regional President
“Working with Marc and the entire team at Park Avenue was a delight. We really thought we’d have a difficult time finding the right candidate, but Marc and the team made it seem easy. Within a matter of weeks we had a number of candidates presented and we were able to find someone who has already made a tremendous amount of difference in our operations. Marc listened to what I wanted in a candidate, got to know our organization and then stayed on top of every detail through the successful candidate’s start date.”
Chief Operating Officer
Marc knows the medical device industry well. He also understands the complexities of Market Access which is essential in finding the right fit for these hard to fill roles. This coupled with his vast network, allows him to put forth the most qualified candidates for our needs. He is my go-to person when I am faced with a hiring challenge in this space.
Director of Reimbursement
“Marc exceeded my expectations in both top talent recruiting and personal support. Many recruiters will take the time to understand your needs but not all recruiters have the connections to deliver top quality candidates in a timely manner. Marc delivered two top quality candidates that met organizational needs in a tight time frame. Since hiring these candidates Marc continues to engage us to make sure the hiring manager, company and new employees are all happy with the union. Marc has become my go to recruiter for support in hiring hard to find talent.”
Senior Director Market Access & Health Economics
“I have worked with Marc on both sides of the recruiting process, as the hiring manager as well as the candidate. I have found Marc to be extremely professional, personable, and proficient. Having worked with many recruiters over the years, I can say that Marc is at the top of his vocation. He does a great job at understanding the positional requirements and the cultural aspects of the company, and aligning candidates who would work well in the role and company. Thanks Marc, and looking forward to our next opportunity to work together.”
Quality Manager
Marc was recommended to me by another recruiter. He and I immediately connected and there was great synergy. We needed help in finding the right candidate for the role we were filling. He and his team listened to our needs beyond the job description and really delved into our culture and what we were building in the organization. Always patient, Marc and his team didn’t waiver in their confidence to find us someone who was a great fit. They delivered and met all of our expectations. In the future, when we need assistance with finding the right talent, Marc will be my first call.
Chief Strategy and Business Development Officer
“I have worked with Stacy and the Park Avenue Group team for nearly 20 years. In every instance, Stacy and her team have always delivered on their commitment to provide superior client service- identifying the best talent for the position. Stacy takes the time upfront to understand our needs related to each engagement and then gets to work – quickly and efficiently identifying, screening and presenting only those applicants that align with our exact requirements. I have found this process to be highly effective in allowing our team to focus on only those few applicants that are ideally qualified for the position Stacy and her team are assisting us with. In addition, the Park Avenue Group team make that extra effort to provide a truly customized/ boutique client experience that aligns perfectly with our unique value proposition – from their detailed interview summaries to offer negotiations to insight on candidates personal objectives and interests.”
President
I rarely provide recommendations but this one is an exception. The Park Avenue Group provides excellent service in identifying top-notch market access professionals. I had reached out to Marc Stevens to assist in the hiring of a national health economics and reimbursement team for a particular business unit. He and is team were extremely professional, patient and thorough. Their work is impressive. I would not hesitate to utilize them as demand requires in the future.
VP Health Economics & Reimbursement
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