Phase 1- Initialize Search Preparation
Develop Needs Assessment
Our partnership process begins with an in-depth needs analysis. Our Account executives learn your company culture, business objectives, industry profile, competition and short and long-term talent needs. This phase determines the overall value of the proposition.
Define search requirements
Full needs analysis resulting in written search assignment (position requirements, roles & responsibilities, benefits and compensation).
Team selection and briefing
The project manager creates a profile of the ideal candidate, determining the number of anticipated openings and gaining a thorough understanding of the project details. A project team from The Bernards Group’s Office and/or network of offices is selected to complete the assignment based upon agreed objectives.
Create profile and search strategy
Compile a targeted list of sources most likely to identify appropriate candidates. These sources include networking with industry contacts, executive level contacts, database and original sourcing calls.
Phase 2- Search Implementation
Identify potential candidates
Search team takes client message to the marketplace by contacting targeted sources.
Interview and qualify prospects
Assess credentials, motivations, and career objectives and qualify achievements based upon client requirements.
References
In-depth verification of W-2, work history, character reference with a number of different contacts including supervisors, peers, customers and direct reports.
Phase 3- Candidate Selection
Search/ Recruitment/ Hiring
The project team locates the most qualified individuals who fit the ideal candidate profile.
Communications
Strategy sessions and weekly, monthly and quarterly reports keep you informed of the status of the project. Adjustments can then be quickly made to keep the process on track.
Hiring Process Assessment
Client Services thoroughly analyzes your hiring system interview process, offer presentation, current problems, effective and non-effective techniques – and offers suggested methods of improving your hiring results.
Pre-offer preparation
Re-confirm compensation criteria, revisit counteroffer and start date availability. Confirm commitment to opportunity to ensure extended offer will result in acceptance.
Phase 4- Extension and closure of offer
Offer presentation
Present components of offer inclusive of compensation (bonus, commission structure, stock, etc…) benefits, title, reporting structure, and start date.
Negotiation
Keeping client’s and candidate’s best interest in mind, securing final agreement of terms.
Formal acceptance of offer
Obtain signed offer letter. Manage candidate resignation process including written and verbal notice, counteroffer avoidance, etc…
Follow-up
Track progress of resignation through successful integration within new corporate environment.
Selection of companies to be targeted in candidate search
 
Due to our extensive experience within the Interactive Media Space we have the ability to identify target companies that would provide us a source of potential candidates. Our thorough understanding of your competitors allows us to efficiently identify and develop a “short list” of potential candidates.
Communication with your recruiting personnel
For each candidate presented, the client receives a recent resume, as well as a candidate profile that includes qualifications, reason for leaving current employer, career goals and salary requirements. We pre-screen selected candidates to ensure they meet a rigorous set of criteria, including relevant skill set, successful track record, and strong work ethic, before we present them to the client.
An ongoing, regular level of communication continues either via phone or email as to the status of the specific candidate and their advancement through the hiring process.
A weekly report is provided as to the progress of the specific search. This report provides a weekly update of presented candidates and their overall progress in the hiring process.
Protocols for communication and reporting
Communication between Client Practice and The Bernards Group, will occur either via email, phone or in person. Our promise is to respond to and return all phones calls and emails the same day we received them.
Coordination of travel and interview scheduling
We’ll coordinate with Client Practice and the candidates, all interviews, meetings, travel requirements, and necessary elements of the interview process. We will double confirm all times, locations and itineraries with the client and candidate. If necessary, we will also coordinate any required pre-hire elements, i.e. application, EEO forms, employment screens, etc.
Structure and deployment of your account team

The project manager creates a profile of the ideal candidate, determining the number of anticipated openings and gaining a thorough understanding of the project details. A project team from The Bernards Group, Inc. Office and/or network of offices is selected to complete the assignment based upon agreed objectives.

Reference / credit / background / education verification checks
Prior to candidate hiring, we conduct reference checks on all candidates. We also can provide, a full background check using Sterling Talent Solutions.