GRS Search Process

Introduction

Below is an outline of the GRS Search Process. If you have started to work with us or are considering our services, we encourage you to carefully review the steps involved in a typical search. This is a process that has been continually refined since 1979 and is still reassessed on a daily basis. It is a process that we are proud of and, most importantly, it is a process that works. In other words, it delivers GRS' clients top talent with speed and accuracy.

Also, we encourage you to read our Testimonials page where you will find first hand accounts from clients and candidates who have successfully used the GRS Search Process to solve critical staffing problems.

1. Evaluation Stage
   
   This critical first step involves an in depth discussion with the client in order to determine the required skills and experience of the successful candidate. Also, important during this step is to gain a thorough understanding of your company's culture and the attraction factors of the company. Armed with an understanding of these things, GRS will be able to better match your company's selling points to a prospective candidate's motivations. This increases your chances of hiring the candidate that you select. After this initial meeting, the GRS project team will meet to carefully assess your needs and our ability to meet your expectations.
   
   
2. Commitment Stage
   
   After carefully assessing your needs as a team, we will present a proposal within one business day which will detail the steps needed to solve your problem. At this time we will come to an agreement on the best way to work together to most effectively and efficiently complete the search which will result in a hire. If we are unable to solve your problem, we will inform you so you can pursue other avenues. At GRS, we pride ourselves on telling you exactly the amount of resources we can dedicate to your problem and the results we expect.
   
   
3. Planning & Research Stage
   
   Once GRS has committed to partnering with you to solve your problem, the project team vaults into action. The GRS Project Team assigned to your search meet to develop the best strategy for identifying the top available talent for your position. During this stage we use the Internet, our extensive database, our vast network of industry connections, our web site and e-marketing strategies to develop a list of source companies and potential candidates. This results in a list of targeted companies and candidates that we can contact in order to narrow the search.
   
   
4. Recruitment Stage
   
   Armed with a carefully constructed plan, we hit the phones. Working against a deadline, we speak with prospective candidates using referral skills to identify new candidates and assessment skills to identify those candidates that warrant further conversation. GRS recruiters are highly trained salespeople, and your company's career opportunity is their product. Meanwhile, we post your position on the GRS web page and use major internet job boards to search for candidates. At the end of this stage, we will have a short list of candidates to further qualify against your specifications. This stage usually takes between two and three business days to complete.
   
   
5. Qualification Stage
   
   GRS will thoroughly qualify each candidate that has been identified as a prospect for presentation to you. At this point, we are looking at the candidates' skills and experience along with their motivations for pursuing a new opportunity. GRS is determined to present only those candidates who are motivated to make a change from their present situation and whos motivations match what you can offer them. Through discussion with the candidate we aquire all the information we need to ensure that the candidate is qualified, motivated to make a change, and hirable. Once this stage is complete, the top candidates are presented to you.
   
   
6. Interview Stage
   
   GRS will present the candidates to you for the purpose of arranging interviews. You will be given an understanding of the candidates' skills and relevant background experience. Also, we will explain each candidates' motivations. This will give you the information needed to sell the candidates on your opportunity. Simultaneously, we will prepare each candidate for the interview. We will explain the position to them and expose them to as much company information as possible so that each candidate can have an informed discussion with you during the interview.
   
   
7. Debrief
   
   Following the interviews, the Client Coordinator will discuss each candidate with you and we will come to a decision of which candidates to eliminate and which to pursue. We will have a similar discussion with the candidates to determine each candidates' reactions and their decision as to whether or not to move forward with the interviewing process. As we progress through the interviewing stage, we are in close contact with both you and the candidates to stay aware of any problems that may prevent a successful completion of the search.
   
   
8. Reference/Background Checking
   
   Once you have identified the top candidate, GRS has the ability to screen his or her background as thoroughly as you require. This can range from talking to three professional references to a full background check including criminal, driving, and credit records. We will work with you to customize a reference and background check that meets your company's needs.
   
   
9. Offer Stage
   
   Once we are ready to offer the position to a candidate, the GRS will consult with you to determine the best way to proceed with the offer. By this time, we will have had in depth discussions with the candidate concerning salary expectations. GRS will work together with you to give you the best chance of hiring the candidate. GRS recruiters are involved in offer situations as many as ten times in a month. It is our goal to use our expertise in these situations to help you and the candidate meet your objectives. Once a verbal offer and acceptance has been achieved, we ask you to put an offer letter in writing to the candidate.
   
   
10. Transition Stage
    
    Each of the candidates that we place are encouraged to give their current employer a professional two weeks notice upon resigning. GRS will stay involved with you and the candidate until the candidate commences employment with your company. We will consult with the candidate during the resignation stage and help them with situations such as counteroffers and transition to new employment. Also, we will offer suggestions to you on how you can make the transition smoother for you and your new hire.
    
    
11. Post Placement Stage
    
    GRS' goal is to build a long term, mutually beneficial relationship with every client. For this reason we will plan follow up calls to you and the candidate after the placement. We will want to ensure that the candidate is performing well for your company and we fully intend to honor any guarantees that we have agreed upon. We know that GRS' reputation is only as good as the performance of the candidates that we place.

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