Details of Complete & Thorough Search

The MRI of San Jose Costa Rica process illustrates our approach to undertake a complete and thorough search campaign.

  • Obtain complete job order including how we can attract candidates from client's largest competitors or companies client favors.
  • If requested by client, obtain profile of ideal candidate, providing the option of personality profiling of client's top performing employees. This composite personality profile may be used for screening candidates.
  • Consult client on our knowledge of industry compensation standards.
  • Conduct research of marketplace to include client's direct, indirect and favored competitors. Determine and identify additional companies that employ candidates with desirable skill sets.
  • Complete list of targeted companies and candidates. Review and revise this list with client.
  • In-depth Recruiter telephone interview with candidates to determing the following three things:
  • Do they have the appropriate background?
  • Are they willing to change jobs/relocate for the right opportunity?
  • Determine if candidate's career goals will be satisfied by client's opportunity?
  • Present to client shorter list of qualified candidates. Request client feedback
  • Submit resumes to client and discuss results of in-depth Recruiter candidate interviews.
  • Arrange first face-to-face or phone interviews with client. For both the phone and first face-to-face interview, we recommend, as a minimum , the candidate interview with the person who the candidate will report to and his/her boss.
  • Prepare candidates for first face-to-face or phone interview including company's or hiring authority's style.
  • If phone interview conducted, prepare client and candidate for first face-to-face interview including cleint/candidate concerns/goals and any feedback from phone interview.
  • Debrief candidate and client. Professionally release any candidate the client does not wish to pursue.
  • Provide results of in-depth reference checking to client.
  • Arrange second face-to-face interviews and discuss concerns.
  • Verify earnings and negotiate package to be offered to ensure satisfaction of client and candidate.
  • If requested by client, provide educational verification, credit history, motor vehicle records, drug testing, etc.
  • If requested by client, transmit verbal offer to candidate and relay acceptance of verbal offer to client. We always recommend this approach before a formal, written offer is sent.
  • Consult with candidate regarding resignation and what action to take regarding a counter-offer.
  • Confirm offer acceptance. Confirm start date. Candidate will confirm in writing. Remain in contact with candidate and client through start date and initial phases of employment.
  • Verify with client that candidate hire was successfully completed.
  • Request client provide a reference letter and be considered a source of reference in the future.
  • Follow-up 30 days after hire date to discuss with both client and candidate. Provide feedback.

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