1Comprehensive Consultation. Our process begins with an indepth phone interview between you, the client, and the recruiter who will be handling your search needs. This conversation will help to establish goals and expectations for the search and begin to give the recruiter an overall understanding of your needs and how we can meet those needs. Though we gaurantee our results we do recognize that we are not the right search firm for every organization.
2Initial On-Site Organizational Assessment. Our assessment process will involve meeting with members of the senior leadership team, board members, physician leaders, nursing leaders, and community leaders to obtain history and background information to build a Position Specification and to develop an understanding of the candidate profile. This process is essential to identifying the required skill set and the “ideal candidate” to match the organization's culture. :: Learn More >
3Sourcing. Because we are a nationwide firm we have a large network of passive candidates in our database and we begin our sourcing process internally. Other methods include extensive use of our association affiliations, contacting prospective candidates who meet the profile by telephone, email and selected websites, as well as relying on our vast networking and broad experiences of our seasoned recruiters. :: Learn More >
4Candidate Screening. COORS initially screens potential candidates with a brief telephone interview, seeking to gather information about candidate’s motivations and experience as listed on a submitted CV/Resume. If determined to be qualified and shows genuine interest in the position the candidate is required to complete several documents before proceeding:
Candidate Profile/Agreement - This form is exclusive to COORS and highly unique in the search industy. The Candidate Profile Agreement is required to be completed by the candidate and returned to COORS before ANY consideration is given to the candidate. It gauges the seriousness of the candidate early in the process and holds the candidate accountable throughout the search process.
Position Criteria Sheet - Another document unique in the search industry. Tailored to your organization's needs this document is designed for the potential candidate to demonstrate evidence based experience in categories specific to the position. The Search Consultant utilizes this document and a series of behavioral based interview questions to evaluate and rank the candidates.
Professional References - Five current professional references are requested up front.
Spousal/ Significant Other Interview - Making a career move is a significant step in an individual's life, particularly if relocation is involved. We want to be positive that the candidate and their spouse are willing to make this move together and this interview directly addresses any relocation questions or concerns, early in the process. Identifying these concerns and or opposition to relocation early on, results in significant savings of time and money for the client.
Background Verification - All required licensure and or education verification is accomplished during this step in our process. Confidential reference checks are begun during this step and are provided to the client when the candidate is being considered as a finalist.
Candidate Interviewing - Upon completion of the above and candidates are selected based on viability and level of interest shown throughout the screening process. In an additional step, qualified candidates are then screened face to face in a mock interview environment with the Search Consultant. Our candidate interview process is proven to deliver an accurate assessment of a candidate’s experience and motivations and it is through this process that we are able to uncover the expertise and talent required to move a candidate forward to the final slate for presentation to the client.
Candidate Profiling - COORS utilizes the Personal Insights Profile, DISC, combined with the Personal Interests, Attitudes and Values by Target Training International, Ltd. DISC is a Myers-Briggs type personality indicator used to match the Candidate's personality with that of the leadership team he or she would be joining.
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5Candidate Summary. Each of the aforementioned activities combine to screen and evaluate each candidate on dimensions of experience, skill set, personality, style and behavior, both written and verbal, prior to a formal presentation to the client. A Candidate Summary is prepared for each of the final slate candidates which will include highlights of the candidate’s career and the Search Consultant’s written evaluation of the candidate following the in-depth screening process.
6Final Slate Presentation & Interview Stage. COORS’s policy is to provide our clients with a reasonable number of well-qualified candidates in the final slate, with only the top talent presented. Our highly focused process is aimed at identifing only the best candidates for your position so the presentation of these candidates is professional, concise, and produces the clearest picture of success.
This process eliminates a parade of candidates whom just “fill the slate” which results in increased costs for interviewing, travel, scheduling delays and a drawn out process where the exceptional candidates lose interest or accept another position. Your time, and the longer the time the position is vacant, costs the organization money!
COORS will help facilitate and prepare the candidate and client, as desired, for interviews to make sure that both parties are successful in obtaining the information each needs to assure that the relationship that may ultimately begin will be mutually beneficial and long-lasting. COORS prides itself on understanding our clients and their needs.
Exceptional candidates who are “Top Talent” are snatched-up quickly! As a result we encourage our clients to conduct interviews relatively close together to ensure good candidate comparison and to keep the process from becoming long and drawn out.
7Offer Negotiation, Transitioning Assistance & On-Boarding. COORS, will be as involved as necessary in the negotiations of an offer to the chosen candidate. We have found that our clients prefer to utilize the Search Consultant to act as the mediator in employment contracts. COORS will act on behalf and in the best interests of our client to provide the neutral ground. All aspects of the negotiations are driven and directed by the client.
This is service we feel is sometimes overlooked and COORS has significant experience in helping the successful candidate in their relocation and transitioning into a new position and, typically, in a new location. During our initial on-site assessment we familiarize ourselves with the community, schools, real estate, and local organizations. Whether the candidate has a child with special needs or a spouse who may be seeking employment or club affiliation we will provide the candidate the necessary and pertinent information. Our office will be in regular telephone contact with the candidate throughout the transition and up to six months after to assist in a smooth on-boarding process.