The Sanford Rose Associates Recruiting Process
The keys to a successful recruiting mission are a thorough understanding of your operations, the specific requirements of the position to be filled and the corporate environment and management style into which the successful candidate will be placed. Using a proprietary process called Dimensional Search®, we determine the skills, experience and personal characteristics necessary to be successful in the position. Our recruiting process is conducted through referrals. We contact people in the work disciplines and businesses where qualified candidates are working. We do not rely on unsolicited resume flow or blind ads. The talented people we approach are generally not looking for a new position. Most likely, they have not circulated their resumes, nor are they currently reading on-line ads. They are the two-thirds of the qualified workforce who are unreachable except through a custom-recruiting approach. They are, however, people who may be interested in an opportunity when it is brought to their attention in a professional and discreet manner. In carrying out recruiting assignments, we rely on our knowledge of the industries and occupational disciplines in which we recruit. Our inquiries are made in strict confidence. Your company is not identified until a candidate expresses definite interest in the position and if we determine there is a probable fit. We then take steps to recruit the candidate on your behalf.

Sanford Rose Associates Performs 5 Critical Dimensional Search® Steps Before the Client Ever Sees Any Candidate

• Step 1: Research Client and Industry:
• Specific Client Needs, Both Current and Long-Term
• Client Business Goals
• Client Product Innovations and Strategic Goals
• Client Functional and Organizational Qualities
• Competitors' Strategic Directions
• Create a Dimensional Search Summary
   
• Step 2: Source Best Candidates:
• Proprietary Tools/Process
• Custom and Targeted Search
• Confidential Industry Contacts
• Closely Related Industries
• Closely Related Functions
   
• Step 3: Interview Best Fit Candidates to:
• Match the educational, professional and occupational skills to specific job requirements and needs
• Confirm that past experience and successes will effectively contribute to achieving current and future goals
   
• Step 4: Qualify Best Choice Candidates:
• Verify that personal style will complement corporate culture and will mesh well with the hiring manager's personality
• Evaluate the candidate's long-term potential to take on additional responsibilities beyond current needs.
   
• Step 5: Reference Finalist Candidates:
• Substantiate professional background through a minimum of two comprehensive reference interviews
• Verify educational degrees and professional certifications/licenses

Presenting Candidates
As candidates express interest in the opportunity, we evaluate each against the agreed upon the Dimensional Search criteria. We present for interview only those individuals who best fit the assignment profile.

After the interview or interviews, we debrief both the client and the candidate, then follow up to ascertain the candidate's interest, provide additional information and resolve any issues. We assist in composing and extending the offer and in negotiating any changes.  When needed, we can also provide relocation resources and cost-of-living comparisons. Once the offer is extended, we stay in constant touch with the candidate and his or her family to resolve remaining issues and facilitate a prompt acceptance and early starting date.

Our Expectations of Our Clients - What They Can Expect From Us
Organizations that excel in today's global market deliver a consistently superior product or service, set the standards that competitors follow and see most clearly what lies over the horizon.

Likewise, organizations need the kind of leaders who can make things happen, show the way to others and visualize change. Without them, no amount of technological improvements or marketing innovation can create a sustainable marketplace advantage. In short, they are the people that make a difference. People who make a difference are in high demand in today's tight candidate market.

In order to successfully recruit top talent and find People Who Make A Difference in an organization Sanford Rose Associates is committed to a participative recruiting process with our clients.

The Participative Recruiting Process Requirements

• Communication and feedback
• Candor and cooperation
• Internal access
• Organizational urgency
• Availability to precisely analyze requirements

By participating in the recruiting process and working with a Sanford Rose Associates Search Consultant, you will be able to hire the best in your industry in a timely and cost effective manner.