If you haven’t used a professional firm to help you find qualified candidates and need to determine when it is appropriate, ask yourself the questions below.
After reading the answers come see what we can do for you to improve your hiring process! Visit us at http://www.casinoexecutivesearch.com/corporate.cfm.
-Does it take you more than two weeks to interview the top candidates?
Search is very time consuming, but the benefit of using us can be weighed against the cost of preparing and executing an advertisement and waiting for the resume responses. Using a search firm that has already well executed search networks for any job, and can generate prescreened qualified candidates in two weeks time is to your advantage as an employer.
Finding excellent management is the key to success in today’s highly competitive business environment. Prudent companies for high-level positions utilize the services of outside professionals. We are skilled specialists who can identify the best executive to fill an important position. Making the wrong decision on hiring is a loosing and expensive proposition for a casino resort. In addition our guarantee on the hire allows you to replace the candidate if they do not stay for the first 90 days and replaces them for at least the next six months.
-Do you get more than 20 resumes to screen through?
As a search firm we routinely look at a minimum of 150 resumes per job. But due to our organized information tracking system, we know which are viable candidates that truly have the qualifications and interest in the position. We then assess and interview the most qualified candidates and from there make a recommendation to you of our top three candidates.
-Do you see more than three candidates to make that one selection?
We will have thoroughly assessed and screened the candidate spending over two hours prequalifying them. Due to our aggressive and yet very complete assessment process you only need to see the top three candidates. In virtually every case, our clients have made a hiring decision from that initial submission of candidates.
-Do you receive more than 50% resumes across your desk that are unqualified?
Our extensive evaluation process and our research and history of knowing who is out there and how good they are, we can quickly review the resumes and select only those that we want to put through our assessment process. We also have a scoring and record of those we have assessed in the past. As a client you will only be on the receiving end of the top candidates that you will see value in interviewing. You will not be bombarded with resumes to screen through nor phone calls from unsolicited candidates, we will handle that for you.
-Do candidates call you directly tying up your time on the phone?
Top-notch executive talent is a difficult commodity to find. The limited contacts of an in-house human resources department can’t compare with the wide net cast of a recruiter’s network. The best candidates are already employed and many will only want to be represented by a recruiter. Recruiting through a third party ensures their confidentiality is protected from their present employer and they appreciate being represented by a discreet professional firm that specializes in representing them. Since we have a well-orchestrated targeting process, we find the candidates; they do not have to find us.
-Do you or your assistant spend a good part of the day scheduling interviews?
We have a team of professionals who handle the scheduling for you in limited time.
-Do you find that you must routinely renegotiate the offer?
Due to our prequalifying process, of evaluating expectations, reviewing relevant organization structures and reporting and defining a realistic profile and compensation package for the open position, we define a realistic profile and compensation package for the position. We know what the candidate wants and what it will take to ensure a 100% acceptance rate.
-Do you spend time rewriting the job description?
Our professional recruiters have written virtually every job in the industry. Our library has time proven quality job descriptions that limit your need to rewrite the description. Our clients routinely have used our descriptions over theirs.
-Do you ask the same type of questions of each candidate?
Our special assessment process, has generated questions for every job and varies them based on the job and the credential of the candidate. This ensures that by the time you interview the candidate, they are well informed about your Company and are well aware of the job specifications.
-Do you conduct and summarize all reference checks?
Due to our network and professional affiliations qualifying candidates is extremely effective, since we know someone who knew the candidate and their work ethics. We glean significant information about the candidates from often reluctant references, since the person giving the reference is more apt to give it to the professional recruiter than to your human resources department.
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