Our Process
Step One – Resume & Profile:
Our process starts with your resume, followed by you taking 15 to 40 minutes to thoroughly complete our Pre-Search Profile form. We have found that the answers to these questions are essential in conducting an adequate search for you, pre-qualifying you for potential positions and ensuring that we understand your search criteria and core skills and background qualifications.
Step Two – Our Preliminary Phone Interview:
One of our Executive Recruiters will review your information and contact you. This contact will give us a chance to understand more about you, your background and your current search. If there is a position that we have recruited you for, or you have responded in answer to, we will address specifics regarding that position and client and address the next steps involved. At this point, you may be requested to complete a Reference Release Form or to provide your references. (If you are conducting a confidential search, discuss with our recruiters which references may be contacted at an earlier stage of the pre-qualify and interview process.)
Not all of our candidates are contacted immediately; our decision of who to interview is largely based on those who have backgrounds that most closely match our current client needs and openings. However, all candidates who complete a profile proceed to the next step.
Step Three – Entered in Our Database / Tap Into Networks:
All candidates that submit a resume and complete a profile are maintained in our database. This means that you may be contacted when positions that match your background and experience open, whether that happens next week or at some point in the future.
It may be that at this time, PRI does not have client openings that match your experience or search requirements. This is where PRI can assist your search by tapping you into networks of hundreds of independent recruiters who have a similar industry client base and/or recruit for professionals of your discipline*. With your permission, we will share your information to applicable recruiters, increasing the potential number of job opportunities for you. Your information is always treated confidentially and you are only contacted if an Executive Recruiter feels that this is a potential match based on your background, education, geographic and compensation preferences.
*Candidates shared with our network affiliate partners must meet certain qualifications, including, but not limited to, minimum of a Bachelor's degree, at least three years professional experience and other factors related to your discipline.
Step Four – Contacted With An Opportunity and/or Star Marketed:
If we haven't already, you will be contacted when an applicable opportunity arises, typically by email followed with a phone call. All of PRI's clients are initially represented confidentially, so a basic job description containing location, salary, education, background/skill requirements and a brief role definition will be emailed to you for your review. If you are interested and prove to meet the essential core requirements, your Executive Recruiter will advise you on the next steps involved in that client's interviewing and hiring process. If not already completed, an informal reference check is conducted now, prior to you being presented to our client.
Certain candidates may be approached for Star Marketing opportunities. The candidates usually represented in this way are higher level professionals aggressively looking to make a change. An Executive Recruiter and our Marketing Assistants will work to confidentially promote this candidate to a list of targeted companies, after having mutually discussed the companies and the process.
Step Five – Interview Process, Assessment, Reference Checking:
If our client expresses interest in your resume, we will contact you to inform you of the client and more about the position. Based on your continued interest in both client company and the role, we will proceed with scheduling you for the interviews necessary. Within this process, which varies greatly with each client, you may be requested to complete additional assessments, profiles, or evaluations. We will complete a full reference check during this process.
Through this process, our Executive Recruiters will prepare and coach you for each interview and discuss compensation and benefit expectations for the position. We will be prepping our clients with these same expectations with the goal that both parties have realistic figures in mind. This minimizes the need for negotiation and potential loss of opportunity for both client and candidate at the point of constructing an offer of employment.
Step Six – Employment Offer:
An employment offer may be extended to you after one or several interviews with one of our client companies. We will have strived to have provided adequate information and communication to both parties that the offer process is expedited and mutually successful. Depending on the involvement and agreement with our client, either the client or your Executive Recruiter will extend you the offer. If and when necessary, your Executive Recruiter will represent you to satisfy both your requirements and those of our client company. We will then confirm your acceptance of the offer and your start date.
Step Seven – Resignation, Counter Offers and Relocation:
Your Executive Recruiter will have already coached you on handling counter offers and resignations and will now support and advise you on how to give notice professionally and with minimal stress to you and your loved ones involved in this transition. We will also ensure effective communication between you and your new employer occurs to assist in the relocation process, if applicable.
Step Eight – Follow Up and Feedback:
Our team will follow up with you periodically and do our best to ensure your transition to your new position goes as smoothly as possible. We will be available at any point in your transition to answer questions or do our best to assist you.
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