The Process of Recruiting Technical Personnel
Meeting the requirements of a
high-tech job search
assignment for recruiting qualified technical personnel must be tailored to meet the special needs of the client. We
generally approach an assignment with the following basic format, customizing
the search as needed for a particular company's situation.
Confirmation/Consultation. Before a
hi-tech job search is begun,
a meeting is held with the client in order to secure all pertinent information
concerning the assignment, including a full understanding of the client
organization, the position to be filled, reporting procedures and fee arrangements.
A letter confirming the engagement of DWA is submitted following the meeting.
Position Specification. Following a review of the client
organization's position requirements, a written description of the position
and candidate qualifications is prepared.
Hi-tech Job Search Strategy.
Once a firm grasp of
the assignment is reached, a strategy is developed which will enable
us to find the ideal candidate in the most expeditious manner.
Research. An assessment of both target industries and
companies from which prospective candidates may be found is undertaken.
We draw from a wide variety of public information as well as extensive discussions
with executives within the pertinent industry who are qualified to recommend
respected individuals who possess the skills required.
Preliminary Contact. We interview the prospective candidates
to determine whether they possess the background and interest sufficient
to warrant placement in your firm.
Interviews. We then arrange for and conduct an extensive
interview with those prospects who appear qualified for the position to
evaluate their qualifications and level of interest in the client's position.
We typically interview the most outstanding ten to twelve candidates.
The candidates who are best suited for the position are presented to
the client in the form of a detailed report covering the candidates'
background and work history and an assessment of their
qualifications. Interviews with the client are scheduled at this
time. In recruiting technical personnel, we first present three to five of the best for a telephone
interview, then in person.
References. When strong mutual interest is established
between the client and the final candidate, we contact those individuals
who are qualified to comment upon the candidate's personal qualities of
leadership, technical competence, achievements and integrity. This approach
is used to confirm the impressions gained as a result of the interviews
and to gain a deeper understanding of the candidate and those factors which
are essential to achieving success in the position and the client organization.
Offer/Close. Drawing upon our experience in recruiting
and our knowledge of the client and the candidate, we can assist in developing
a compensation package which will attract the final candidate. By functioning
as a third party we can resolve details which affect the acceptance or rejection
of the offer.
Follow-up. While the assignment is technically complete
once the offer is accepted, we find that a follow-up with the client and
the candidate during the initial stages of the relationship
is a constructive aid in anticipating and avoiding problems during this
period of adjustment.
DWA Hi-Tech Job Search Standards
Dick Williams & Associates maintains the highest standards
of ethical professional conduct. Our operational standards in recruiting
technical personnel are:
We accept only those assignments which we are qualified
to undertake on the basis of our professional competence.
We consider all information concerning the business
of our clients, strictly confidential
We support all laws pertaining to the equal rights
of prospects or candidates involved in the conduct of our business
We will not accept a fee for assisting an individual
to find employment
We will not initiate discussions with any person employed
by an active client which potentially could lead to employment by another
Responsiveness. A successful business requires careful
attention to the critical task of running the company. Diverting this attention
to the recruiting process is often detrimental to managing the company.
We concentrate the resources of our full-time professional recruiting staff
to meet the special needs of the client. More often than not, we can fill
a position faster than the company can on its own.
Cost Efficiency. The services of DWA are not inexpensive.
However, considering the results of having the right person in the right
job, our services are remarkably cost efficient.
commitment to excellence assures that you will have the opportunity to consider the broadest possible
range of qualified candidates. We can assist you by impartially evaluating
internal as well as external candidates to ensure that the best person is
Representation. The professional staff brings to each
assignment a wealth of experience in business and a respect for the complexity
of the people-side of a company. DWA professionals are skilled in the
critical art of representing the client and presenting qualified candidates
in a fashion which promotes the formation of the proper introduction of
client and candidate.
Confidentiality. Client and candidate confidentiality
is of prime consideration. In no case is the confidentiality of the client,
his or her business or the candidate compromised.
Selectivity. We are committed to providing clients
a selection of the finest qualified candidates available. To meet this end
DWA limits its pursuit of assignments to a few clients within a given business
in order to minimize potential conflicts of interest and thus broaden the
scope of our hi-tech job search activity.