Management Recruiting

Using a partnership approach to recruiting, The Dalley Hewitt Company provides the search expertise (research, direct calls and initial screening) to a highly targeted universe and presents a slate of qualified candidates; then, you determine who best fits your corporate culture and position requirements.

Profile your organization

Before we begin your search, we interview your management team to obtain a complete profile of the company and your most successful managers and to understand your ideal candidate profile, corporate environment and other parameters.

Describe your position

We develop a detailed position specification that describes the title, reporting relationship, basic responsibilities and experience required to meet your performance expectations.

Identify qualified candidates

We tailor each search to your specific needs using our experience and extensive research tools for your industry. Using a variety of research and search techniques, we identify persons who are qualified for the position.

Primarily, we research target organizations to locate individuals who meet your profile and have a track record of accomplishment and success.

We qualify candidates based on place of employment, job title, work experience, education, genuine interest in the position, and match with position specification and corporate culture.

This way we can find top-notch candidates not currently on the market. Only those candidates whose qualifications match your profile are presented.

Create research reports

With each assignment, you receive extensive research reports of all those contacted, providing an industry snapshot of levels and compensation for this position.

This gives you a database of candidates for future searches as well as comparative information on levels and compensation for this position within your industry.

Thus, you get an industry survey not a pile of resumes. The report also serves as a tool for monitoring our progress with the search assignment.

Conduct initial interviews

After you review the initial round of applicants and remove those not suitable for the position, we screen the pool of remaining qualified candidates to determine which candidates rank highest.

Conduct in-depth interviews

Either your company or ours can conduct in-depth interviews of candidates being seriously considered for the position.

Our partnership approach to recruiting incorporates heavy client participation in making the final selection. This helps ensure you secure the best match for your organization.

Check references

We perform reference checks after you have expressed strong interest in a candidate. It is our practice to speak directly with individuals who can evaluate the candidate's performance on the job. We also verify university degrees listed on resumes.

Manage quality processes

Our goal is client satisfaction. To ensure this, you communicate frequently with the recruiter and receive well-documented research reports that keep you informed of our progress.

Conduct in-depth workplace analysis and studies

Upon request, we conduct custom workplace studies that provide valuable information about hiring levels, compensation and other critical issues. These studies help companies recruit and retain top-notch executive talent and are provided for an hourly or project fee.

Receive greater value for your recruiting dollars

You receive our recruiting services and research reports for retained fees, typically a percentage of annual compensation – a fee that is considerably less than traditional retained search or contingency firms.

We have a flexible payment plan tied to results with one third paid to begin the search, one third paid when we meet mutually agreed-upon milestones and the final third paid upon completion of the assignment.

Although fees are paid regardless of the outcome, more than 90 percent of our searches result in a successful completion. An hourly fee schedule is available for selected consulting and search projects.

Benefits of retained search versus contingency

With retained search, you are launching an industry-specific search campaign targeted to your position specifications, corporate culture and compensation goals.

Many firms prefer the retainer method because it generates a pool of qualified candidates for a specific position and focuses the search firm fully on the client's needs, rather than on fee production.

The retainer firm is paid a fee whether or not one of its candidates is hired. However, more than 90 percent of our searches result in a successful completion.

A contingency search firm is paid its fee only if one of its candidates is hired for the position. There is some concern that a contingent search will generate numerous candidates in the hope that one of them may stick.

With contingency search, an objective analysis of the candidate's suitability for a position may take a back seat to getting the placement. Of course, if there is no success, there is no fee. However, both parties have expended time and resources for no results.

To discuss finding quality candidates for affordable fees, contact rives@dalleyhewitt.com

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