The Worldbridge Way 10 Step Search Process
1. Defining Your Needs
Prior to the search, we obtain a complete needs analysis profile of the position description, key performance objectives, the qualifications of the ideal candidate, and the unique culture of your organization.
From this, a Performance Profile of the job and ideal candidate is developed, including a compelling narrative about your company and why someone would be motivated to work for your firm. This step provides a solid foundation to begin the search.
2. Strategy & Research
Using all of the tools and resources at our command, we plan a customized search strategy to surface qualified impact players by:
- Accessing our own WorldBridge Partners Chicago NW powerful database with over 125,000 candidates.
- Deploying our specialized project team to surface employed candidates by strategically marketing into selected competitive companies and associated industries.
- Our Internet Research Division surfaces passive individuals who are happily employed & successful, who may not be actively looking to make a career change.
3. Interviews & Assessment
We conduct in-depth STAR interviews (Situation, Task, Action, Results) with candidates to determine if they have the necessary skills and accomplishments, a willingness to change careers, and if they have the right chemistry to fit with your organization’s culture.
We further evaluate the most qualified candidates and provide custom predictive performance assessments, which benchmark them with the ideal personality characteristics of the top employees of your firm – a process that can improve your selection process by as much as 80 percent!
4. Presentation of Candidates
Then we present 3-5 of the top, qualified talent to you, highlighting their accomplishments, work and income history, educational background, and potential compatibility match within your organization.
Next, we arrange interviews between you and the candidates. For a Chicago opening, we can reserve our conference room so that you can interview several candidates on the same day providing a benchmark for improved evaluation.
6. Preparation with the Client & Candidates
We prepare the candidates for their interviews by discussing your open position, your organization’s needs, and review an agenda of who they will be speaking with. We also prepare you, highlighting the candidates’ “hot buttons”, while suggesting key behavior based questions, based on the Predictive Performance Assessment that will result in a more productive interview.
7. Debrief with the Client & Candidates
Immediately after the interview, we debrief the candidates to ascertain their interest in your position. We then contact you to exchange information on the candidates’ feelings, your evaluation, and a mutual level of interest in moving forward. When appropriate, second and third interviews are set up.
8. Selection, Negotiation, 360° Reference Checks
Once you’ve made your final choice, we conduct and provide you with the results of our 15-point reference check (supervisors, clients and peers) and a background investigation including previous employment, education verification, criminal record, and driver’s record. Our experienced consultant presents the verbal offer to the candidate to facilitate agreement to the terms of the offer before a written offer is extended to clear up any last questions and assure an acceptance prior to the written offer.
9. Resignation & Counteroffer
Our search consultant educates the new hire on the pitfalls of a counteroffer and assists them in preparing for the exit interview, which includes a professional letter of resignation.
10. Client Satisfaction Survey & Follow-Up
After each search is completed, we ask you to assess the quality of our search process. Our communication will not end when the placement is made. We follow up with you and the new hire to help ensure a smooth adjustment and fast ramp up, while helping you build a strong and successful retention strategy with your new hire.