This document outlines a four-phase, 43-step process for placing candidates in job positions. The first phase involves evaluating the viability of the job order and gaining a clear understanding of the company's hiring process and timeline. The second phase involves recruiting and pre-closing the candidate, as well as thoroughly reviewing and editing the candidate's resume. The third phase involves setting up and controlling the interview process, as well as debriefing both the candidate and the client. The final phase involves negotiating and closing the deal, prepping for resignation, confirming payment, and maintaining contact with both the candidate and the client. The document emphasizes the importance of critical reminders, such as always be closing and setting up the interview process thoroughly.

Not everybody will do it exactly this way, but ideally it will work for anybody that follows these steps.

Phase 1 - Job Order

1. Evaluate viability of the potential client and position.
2. Clearly and deliberately clear the fee and get a signed fee agreement.
3. Take a complete Job Order - all remaining Steps depend on it.
4. Gain a clear understanding as to why the company is conducting the search.
5. Establish a level of urgency.
6. Agree and confirm a hiring process, timeline and plan.
7. Agree and confirm communication procedure and expectations after candidate submission.
8. Establish who receives the presentation (resumes) - ideally make sure it isn’t solely HR.
9. Schedule follow up clarifying call for questions that arise in early stages - particularly for new clients.
10. Honestly evaluate the Job Order for viability. Gut Check.
11. Create a Recruiting Plan.

Phase 2 - RECRUIT

Critical Reminder #1

Now is the time to remind yourself to Always Be Closing.

1. Recruit, Really Recruit.
2. Get a clear understanding of the viability of the candidate.
3. Determine current professional pursuits.
4. Get commitment that based on certain expectations an offer will be accepted.
5. Google all candidates.
6. Address emotional barriers that all candidates experience.
7. Revisit MOTIVATION.
8. Establish communication expectations.
9. Begin initial candidate vetting - informal reference checking.
10. Pre-Close the candidate.
11. Honest evaluation of candidate viability. Gut check.
12. Thoroughly review and edit the resume as necessary.
13. Address “Formal References” as necessary.
14. Present candidate as agreed upon - use strengths, weaknesses and motivation to your advantage.

Phase 3 - THE INTERVIEW PROCESS

Critical Reminder #2

Be impeccable in your thoroughness in setting up the interview process, your influence at the decision-making stage will be largely dependent on how well you do these steps. How you present the candidate can be as important as the resume itself.

1. Set the interview schedule and control the process.
2. Prepare the candidate for the interview (Strengths and Weaknesses - Hooks and Barriers).
3. Prep client for the interview (Strengths and Weaknesses - Hooks and Barriers).
4. Debrief Candidate - the devil is in the details, be painstaking in learning the details of the interview.
5. Debrief Client - the devil is in the details, be painstaking in learning the details of the interview.
6. Trial Close/Ideal Close - if both the client and candidate agree, go directly to Step 35 - optimal to close after the first interview if possible - if not continue the interview process according to the plan developed in Step 6 above.

Phase 4 - OFFER/ACCEPTANCE/START

Critical Reminder #3

The chances of making a deal are optimal after the 1st or 2nd interview - this is the peak of the bell curve. Every additional interview lowers the chances of success. If possible, close the deal now.

1. Check formal references as necessary.
2. Negotiate the deal with an understanding of client and candidate expectations.
3. Control the offer and the offer process - WE ARE THE EXPERTS.
4. Close the deal.
5. Prep for resignation and reconfirm the commitments on non-negotiables.
6. Debrief resignation.
7. Confirm invoice payment date and recipient.
8. Maintain contact with the candidate prior to start date - reconfirm commitment.
9. Encourage the client to maintain contact and enthusiasm with their new employee.
10. Review and confirm the clients onboarding plan.
11. Confirm employment and start date.
12. Handwritten “Thank You Note” to client and candidate.