When you choose to partner with Anew Recruiting for your talent needs, you will NOT get overwhelmed with 50+ candidates who “meet” your needs as soon as we discuss a search, and you will not waste your time interviewing candidates who are ill-prepared and ill-suited for the role.  When you choose to partner with Anew Recruiting, this is what you can expect:

Intake Meeting
We will sit down and talk extensively about your hiring process  (what’s working and what is not), what your needs are, what the company culture is like, and what your vision is for your future.  This will help me assess what kind of search approach best fits your needs and what kind of professional and person will make the best long-term fit who can grow with your company.

Calibration

A group of profiles will be compiled for a real-time exercise to discuss client preferences pertaining to nuances like company sizes, background, education, tenure, and other factors.  This exercise has proven to greatly reduce time-to-hire, enabling us to present  with more certainty a strong first group of professionals to review for your talent needs.

Job Description Building
Another benefit to partnering with a recruiting professional is in the creation of more comprehensive and effective job descriptions.  That skill, in addition to my advanced writing skills due to my English and Education degrees, make me more than capable of writing a job description that will make candidates stand up and take notice!

Informative Write-up’s
I take a behavioral approach to my in-depth interviews, which allows me to gather a log of “intel” on the potential candidate.  It is my goal to asses intrinsic motivators, how they respond to stress and various incentives, the true reasons behind their career changes, and other factors that will give you a more complete picture of who you will be investing in.  I will share my insights when I decide the candidate is cleared to progress to interviewing with the company.

Interview scheduling
I will navigate all the phone calls and emails required to coordinate schedules to facilitate the interview process.

Post Interview Feedback from the Candidate
After the candidate interviews with you, I touch base with him/her and ask some post interview questions, and share the answers with you.  This gives you insight into what impression you made on the candidate as well as possibly clears up any misunderstandings or concerns either party may have.  Clients have shared with me that this is one of their favorite parts of the process.

Comprehensive Referral Checks
Many clients prefer I conduct reference checks as one final “pair of eyes” on the candidate.  Questions vary from the candidate’s attendance, strengths, and weaknesses to how to best incentivize, manage, and train them.  This can provide invaluable insight, making the on-boarding process more successful.

30-60-90 Day Check-In’s
At the 30, 60, and 90 day checkpoints, I reach out to both the candidate and his/her direct report to see how things are going.  I have found that this extra step has helped facilitate a healthy rapport for both parties and clear up any misgivings or misunderstandings, which commonly occur during the first 3 months.