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Our Formula for a Successful Search
As specialists serving a niche-market of Clients, Hotels and Resorts, we know how to find high-achieving individuals and attract them to your company. Here’s a summary of how we work:
Step One: Research and Recruiting
Before the search begins, we’ll arrange a meeting to discuss your specific needs and to draw up a profile of the person you wish to hire. To sharpen our understanding of the position, we’ll ask you to fill out a brief questionnaire—we call it a search navigator—designed to prioritize candidate characteristics and identify companies, industries or markets from which a person with exceptional talent might be found.
During the recruiting process, we’ll make progress reports and background presentations when qualified candidates surface. We’ll facilitate interviewing, check references when appropriate, give our input in terms of candidate interest level and suitability, and make recommendations with respect to compensation and relocation issues. In most cases, the first round of referrals and interviews will take approximately three to six weeks.
Step Two: Generating an Acceptable Offer
Once mutual interest has been established, our capture strategy goes into effect. What are the candidate’s needs, in terms of compensation, perks and relocation assistance? Are there any loose ends that must be addressed? And is the candidate serious about joining your team, or is he juggling a variety of offers—or overtures to stay with the current employer?
As difficult as it is to find the right person, your efforts are wasted if the candidate turns you down or takes another offer. And it’s our job to help broker the deal, to ensure that who you want is who you get.
Step Three: Ensuring a Smooth Transition
Now that your employment offer has been accepted, we’ll do whatever is necessary to help the candidate resign from his or her old position, decline a counteroffer attempt, and assist in any way that might be beneficial during the transition to the new position.
At HMR Search, we refer only those candidates who are sincerely interested in exploring the opportunity to join your team. In other words, we won’t waste your time by presenting reluctant or counteroffer-prone candidates who might use your employment offer merely as a market-value litmus test or a negotiating tool to leverage an existing position. Only those candidates with realistic expectations and corporate-culture compatibility will be referred.
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