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Our Process

Step 1: Understanding Your Needs

To best serve you we must understand exactly what you need. The first step in finding the right candidate for you is our informational interview with your hiring authority. We ask a series of questions to fully understand who you are, what your needs are and who you are looking for. This interview helps us gather information on the technical skills your position requires as well as the personality traits that will best fit your current organizational culture. We build a client profile based on information you provide about your company and the position. This step may also help you come to a more specific understanding of exactly what you are looking for. In addition, we are able to compile a list of reasons a candidate should want to work for you versus the competition. Of course, all information will remain strictly confidential until the appropriate time.

Step 2: The Search

We conduct an extensive search to find the right candidates for you. We compile a list of every similar company that may currently employ the type of candidate you seek. During our search we call all non-client companies seeking people who fit your needs and have an interest in making a move in the industry. At this point we do not provide specific details about our clients; we seek people who have the required skills, traits and are open to making a move in the industry. Many sources are committed during this search process including, but not limited to, our industry contacts, candidates actively working with us and headhunting from non-client companies. Through an initial telephone interview we search for a pool of qualified potential candidates (Short list) who fit the specifications you have previously laid out. On occasion we may contact you for resolution regarding difficulties we have encountered or further questions we have developed. We then start an intensive qualifying process.

Step 3: Qualifying a Candidate

The first thing we look at in qualifying a candidate is determining their relevant skills applicable to the industry. Once we have found that a candidate's skills match those needed for the open position, we request more information from that person. A candidate data sheet is sent to them in order to gather additional information that is not normally obtained from a resume. When they have completed the candidate data sheet and returned it to us, we further analyze their potential fit with your organization. We build a profile on each candidate using all the information we have gathered. The Project Manager assigned to this search will then determine which candidates appear to meet or exceed the profile built on your company and position. A thorough interview is then conducted with the candidate to determine their true desires as well as their motivation in pursuing the opportunity.

Step 4: Candidate Verification

After determining a candidate is qualified for a particular position, a number of verifications take place. We check their references and a confidential summary of each candidate's reference checks is maintained on file in our office. References are asked a number of questions that help us to determine how well this person will fit into your organization. We also check their educational background and certification records as applicable to ensure that our records are accurately represented. This is done to ensure all information presented is accurate and that our clients receive only the best the industry has to offer. This series of checks also maintains our credibility in the industry. From this Short List we select the best three candidates and forward them to you along with a brief synopsis detailing what we have learned about each candidate. You can rest assured that when a resume comes across your desk with The McLain Group stamp on it, it is a quality candidate.

Step 5: Your Review of the Candidate

When the candidate's information has reached your desk we await your feedback. Although we understand that you have other obligations, please respond to us in a timely manner (usually within 72 hours). Many of our candidates also have other obligations and are awaiting your response. Once you have conducted an initial review of a candidate's resume we will facilitate the next step in your hiring process. From here the process may vary and therefore is handled on an individual basis. Some companies choose to conduct a phone interview, while others prefer a face-to face interview. We also assist you in scheduling and monitoring the interview process with your management team. After each interview we anticipate your feedback within 48 hours so that we can decide on a course of action best suited for your particular needs.

Step 6: The Decision and the Offer

While you alone make the decision on the best candidate for your organization, we can assist you during this critical phase. We offer counsel and facilitate communications on salary terms, relocation and benefits. We also assist the candidate through the emotional process of resigning his or her present position and dealing with counteroffers.