Search Methods

Retained Search

* The Retained Search Approach creates a mutually beneficial relationship and full level of commitment between the client and Resource, Inc.
* Single search firm relationship improves communication and overall search efficiency
* Comprehensive assessment of candidates that includes face-to-face interviews, interview reports, and in-depth reference checking
* Resource, Inc. is accountable for filling the open position regardless of time investment
* Resource, Inc. is continuously marketing your firm to a cross-section of candidates and sources
* Retained searches are backed with a full replacement guarantee

Preparation: We begin each search with an in-depth meeting with you, the client.The purpose is to learn as much as possible about your company (its purpose, its people, its product and/or service, its short and long-term goals, its management style/philosophy and culture) and the position you are trying to fill (why it’s open, its purpose/responsibilities, the qualifications/experience/background you’d like to see in the ideal candidate, how this position fits in the overall organizational structure, etc.) as is possible. We like to meet with as many people as possible, to ensure that we fully understand what you need, and to ensure that we fully understand your organization’s culture. The product of this meeting is a position Profile. This is a written description of what we learned through our meeting (s) and is an important tool that we use throughout the search process.

The development of the Profile has the benefit of promoting a tighter focus by appropriate members of the management team on the type of executive to be sought as the search begins. It also ensures that Resource, Inc. has a clear understanding of the needs of the organization and the views and perspectives of those involved in the hiring process. In this way, everyone is on “the same page” regarding the profile of the candidate we are seeking.

Search: Resource, Inc. uses original research for each new search we conduct, in addition to contacting individuals who are known to us through our extensive database or previous search projects. Senior level consultants manage your search personally; not junior level staff or researchers.

Selection: The final stage of the search involves scheduling candidate interviews and managing the search to closure. This includes coordinating the logistics of the interview process, debriefing candidates and providing feedback to you, and working with you to evaluate potential candidates and negotiate an offer with the finalist. We are committed to delivering a service, tenacity and that creates a win/win outcome

Contingency Search

This search process is best utilized when the hiring team wants to use several different resources, including their own internal recruiting department to source candidates. Resource, Inc. only earns a placement fee if we successfully deliver a candidate that is hired. Often times a company that has been moderately unsuccessful searching on their own will choose the contingency search model. This ensures that any candidates that may surface from their initial recruiting methods can be hired without a fee obligation. This strategy is effective, but will not gain the level of attention that a Retained search provides.