RECRUITMENT PROCESS

Find the right fit

Consultation:

Cornerstone-RS works with the client to ensure a position specification has been written to accurately communicate the opportunity and the mandatory requirements of the position. We will also provide feedback on compensation expectations and ensure they are aligned with market conditions. HCRI will collaborate on developing a strategy for talent attraction from targeted organizations and a development of the “pitch.” The pitch will be the guiding message for candidate attraction and market awareness.

Sourcing:

Cornerstone-RS will roll out a multi-channel candidate-sourcing plan. This will include targeting agreed upon organizations, sourcing from our proprietary database, as well as promotion through our client organizations to solicit referrals of personal contacts. We will screen each qualified candidate for functional and cultural fit through a series of screening interviews both over the phone and in writing. Upon completion, the candidates with the strongest fit will be presented with all relevant data and prepared for initial client interviews.

Selected candidates will be scheduled and prepared by us for interviews both by phone and in person. Upon completion of first round interviews, we will provide candidate feedback and discuss with hiring managers to determine fit and fine tune focus. If the initial candidate pool is not a fit, we will return to the strategy phase and start again.

Interviews:

Cornerstone-RS will begin background checks on the candidates selected for next and final interviews. Additionally, we will provide detailed compensation expectations to the final candidates as well as the hiring manager, and confirm alignment prior to final interviews.

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Offer:

Cornerstone-RS will work with the hiring manager to select finalist candidate and craft an offer the meets both parties needs and expectations. We will present the offer to candidate and coordinate any and all negotiations that may result. Upon acceptance of an offer, we will work with candidate on resignation strategy from existing employer and manage any counter offer or non-compete issue in advance of resignation to ensure a smooth transition.