President
Professional Risk Advisors, Inc., Chicago, IL
Our ProcessRetained SearchStep 1: We evaluate your personnel need and determine how we can meet or exceed your expectations using our best strategies for Retained Staffing. Step 2: We gather information to understand your specific challenges and unique variables. We dig deeper into the job description and your corporate culture to identify the person you need most. Step 3: We establish a feasible timeline and interview process that will complement and streamline your existing company placement procedures. We prepare your people so neither daily business nor your protocols are disrupted. Step 4: We begin the search, networking to identify both passive and active candidates that measure up to the criteria needed. We consult our extensive database, our Research Department, and other resources for the right candidates. Step 5: We recruit and screen candidates until the finalists are determined and committed. We never recommend a candidate who is not an excellent contender for meeting your criteria. Step 6: We schedule first interviews and prepare both your staff and the candidate for the meeting. Step 7: We are proactive in communicating expectations, questions, and concerns to both you and the candidates. Step 8: If desired, we use the DISC Personality Assessment Tool to confirm or clarify correct fit for you, the candidates, and all others concerned. Step 9: We help manage the negotiating and discussion of benefits, clarifying expectations. We are the go between for you and the candidate for finding a long term match. Step 10: We make the offer and gain the acceptance that both you and the candidate are comfortable with and agree upon: start date, resignation letter, and other details. Step 11: We seek feedback to improve the process and build success for future opportunities to meet your personnel needs. Contained SearchThis process might be used if a person is terminated, resigns, or needs to be replaced very quickly. This is used primarily to ensure fast results where a concentrated search effort must be completed, and both your company and GSR must tailor our other work to prioritize this search. Contained search resembles a retained search in the payment of an engagement fee before the process begins. The circumstances and unique variables will determine the % of fee needed to structure this arrangement. Contingency SearchThis arrangement is best used in conjunction with your ongoing internal and external efforts for multiple positions and as an ongoing source of a specific type of candidate. Your search specifications don't change, but the level of experience of a particular type of skill set might vary from 3 years to 10 years. This arrangement is set up where you pay the standard % for our services after you hire someone. Many clients who are new to the search industry or to GSR find this contingency search option to be a great way to proceed in resourcing. Contract SearchThe "try the candidate out first" or "the project will end" are the main reasons clients have used this option. (This arrangement must be for a minimum of 5 weeks.) You give us the requirements and we search for the ideal person who is willing to work for you on a contract or temporary basis. GSR will identify and bring you the right candidates for your needs through our established resources and methods. After the person is identified for your contract need, our back-office liaison Top Echelon Contracting, will handle all the details of placing this person on their payroll and coordinates the backroom paperwork such as hours, taxes, and benefit insurance. This includes background checks and whatever other specific requirements you might need. Should you decide to hire this person fulltime GSR will coordinate with you through our conversion process. |