We've distilled our years of successful search experience into a logical, structured approach that we will tailor to best suit your particular opening.

Needs Assessment:
Possibly the most important part of the search process. If we don’t understand exactly what you want in a candidate, then the result of our efforts is useless.
*Conduct a complete needs analysis that will provide us with all pertinent information to complete a professional search, including brainstorming on how to attract candidates from your top competitors.
*Build a profile of the ideal candidate against which to screen potentials.
*Assemble the project team to examine needs and begin marketplace research.
*Examine direct and indirect competitors and identify additional companies that employ candidates possessing the skills you seek.

Searching and Screening:
This is where TRG's years of experience really pay off. We have unique abilities and tools to identify the best talent in your marketplace—candidates that will match your profile.
*We will begin by narrowing the field of existing candidates and newly sourced candidates by conducting in-depth telephone interviews and ascertaining three crucial qualifying factors:
*Do they have the appropriate background?
*Are they willing to change jobs for the right opportunity?
*Do their goals match yours?
*Conduct face-to-face interviews of pre-qualified candidates.
*Present you with the best candidates from our process of elimination.
*Submit resumes and our assessment of candidates based on screening process.

Comprehensive Interviewing:
Here is where you determine if you have a match. We’ve already greatly increased the chances of success by first learning your needs, and then presenting the candidates who best meet your requirements. Our job now is to smooth the way during this vital introductory process.
*Arrange face-to-face interviews.
*Prepare candidates for first interview, briefing them on your goals and priorities.
*Prepare you for the first interview, briefing you on the candidate’s goals and aspirations.
*Debrief candidate, determine interest level, and identify any concerns.
*Debrief you and determine preliminary conclusions. Politely release any candidates you choose not to pursue.
*Provide you with results of in-depth professional references.
*Arrange second interviews, qualify candidate again for interest.
*After second interview, again debrief you and candidate.

Negotiations:
Our years of dealing with sometimes delicate negotiations can help you avoid potential pitfalls. As an involved third party, we can help avert deal-breakers—up front. Our goal is a win-win result for you and your selected candidate.
*Verify earnings and negotiate a win-win compensation package.
*Present verbal offer to candidate.
*Consult with candidate on resignation and counteroffer issues.
*Confirm start date; obtain written acceptance from candidate.

Follow-through:
We believe that our job isn’t done when the search is completed.
*Remain in contact with you and candidate through start date and initial phase of employment. Identify and present any concerns.
*If acceptable, ask you for a written reference letter and permission to use your name for reference purposes.