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1.
Develop in-depth specifications of the open position(s)
- Responsibilities, duties, functions
- Performance expectations
- Hurdles to be cleared, performance obstacles
- Project duration expectations
- Growth paths (additional responsibility expectations)
2. Establish the search profile and initiate the research phase
- Identify candidate prospects
- Based
upon recommendations of hiring officials
- Based
upon knowledge gained as construction/labor
market specialists
- Identify candidate prospects by name through:
- Employment
History With Atlantic Services
- Extensive
use of internet resources
- Professional
recommendations and referrals
- Trade
journals, industry web locations, and newsletters
3. Contact candidate proposals
- Develop a complete personal profile
- Career
credentials
- Educational
background
- Skills/Competency
Testing
- Personal
background (relevant to position)
- Substance
Abuse testing
- Conduct reference checks of credentials, skills
and past performances
4. Coordinate the interviewing process and schedule interview times
5. Provide feedback to the hiring officials and
candidates
- Redefine position specifications, if necessary
- Reestablish the interest and availability of the candidates
6. Work with client to deliver an acceptable offer to the
desired candidate
- Prepare candidate to accept in advance
- Eliminate indecisive or insincere candidates before an offer is made
7. Communicate hiring decisions to the unselected candidates
8. Help the candidate through transition
- Provide candidate detailed job location and
driving directions
- Provide candidate with supervisor/foreman
contact information
9. Follow-up with client to enhance customer satisfaction
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