• Phone screen the applicants first.
• Be prepared to set a meeting date with those who initially qualify.
• Let the applicant know what information you’re looking for, and what he information he should bring to the interview.
• Remember the most qualified applicant may be beyond reach due to money
  or other factors.
• Prepare a list of the qualities and experience required and a separate list of those attributes that would be nice to have.

• Prepare a list of interview questions. Think about a grading system for how
  applicants answer those questions.
• Using the prepared list of qualities and experiences, check off those that the applicant has.
• As soon as the interview is over, write down your thoughts and grade the individual
  on how they came across to you and how they answered your questions.
• Be prepared to decide during the interview whether you will continue the process
  or drop the applicant from consideration.
• If you chose to continue the process, set up the next interview then, even
  if it’s a month away.
• If there’s anything you have agreed to provide following the interview,
  respond quickly.

• Have the applicant bring along documents to verify their income.
• Have them meet all of the company decision makers.
• If you feel you may have a match, have the applicant complete your company’s
  application form.
• Have the applicant provide permission in writing for you or your agent to check
  their references, credit, driving record, and other background information.
• Now is the time to start talking money.
• Get honest references.

Final Evaluation of the Candidate

• Complete references. We can help you get honest answers. Remember, past performance is the best indicator of future performance. History does repeat itself.
• If you’re both still on board, set a dinner meeting with the applicant and spouse.
  Learn how supportive the spouse is, and whether they are comfortable with the demands of the new position.
• You need to get to know the whole person; what motivates them, what they are
  willing to do, and their ability to perform on the job.

• Be a smart negotiator.
• Expect counter-offers.
• Be prepared to support your verbal offer with a written letter detailing the terms.
• Reassure the candidate that your company is interested in making a home for him
  or her, in the form of a solid opportunity and a positive working environment.
• Allow the candidate a reasonable amount of time to consider the offer. This should
  be no more than 72 hours, absent special circumstances.
• The way the applicant handles this phase will reveal a great deal about the way
  they will work with others in your company and with your firm’s customers.
• Let us know about your offer. We can assist in uncovering and resolving any
  hidden remaining obstacles, uncertainties or objections. We prefer to preview your offer with the candidate, so when the offer is officially made you know it’s either acceptable or you are aware of the points that yet need to be negotiated.
• If you have trade secret, non-compete, or other agreements that must be approved
  and signed by the new employee, be sure to present them now. Get them signed
  and returned.

• Set a date certain for starting in the new position.
• Learn when the candidate will give notice to his or her present employer.
• Ask the person not to identify your company until after you make a formal
  announcement. This is usually the day he or she starts work.
• If you have trade secret, non-compete, or other agreements that must be approved
  and signed by the new employee, be sure to present them now. Get them signed
  and returned to you no later than the day the employee begins work.
• We will stay in touch with them over the course of the first year to assure that their satisfaction with your company remains undiminished.

Getting Started
To get started on filling a key position, or simply to discuss the possibility of working
together, please call. Or if you prefer, click here and provide us with some basic information
about your company.