FPC presents
Why Talent 360? <ul><li>Fill open positions </li></ul><ul><li>Upgrade talent </li></ul><ul><li>Maintain a full bench of </...
Why Talent 360? <ul><li>We can also help: </li></ul><ul><li>Create a streamlined and efficient strategy to attract and ret...
Why FPC? <ul><li>Experience </li></ul><ul><li>50 years of executive search </li></ul><ul><li>Proven process </li></ul><ul>...
Why Jeff Herzog? <ul><li>Jeff Herzog </li></ul><ul><li>President , FPC of New York City </li></ul><ul><li>Experience </li>...
F oundation P erformance C ommitment
Foundation <ul><li>Sourcing Profile </li></ul><ul><ul><li>Developing the Ideal Candidate Portrait (ICP) </li></ul></ul><ul...
Ideal Candidate Portrait (ICP) Form
Foundation <ul><li>Sourcing Strategy </li></ul><ul><ul><li>Combination of traditional & proprietary active recruitment met...
Foundation <ul><li>Screening Process </li></ul><ul><ul><li>Significant focus on educating our recruiters and requiring the...
Performance <ul><li>Candidate Presentation </li></ul><ul><ul><li>Top 2-3 candidates for each position are presented </li><...
Performance – Sample Candidate Email
Performance - Sample Interview Agenda
Commitment <ul><li>Selection & Hiring </li></ul><ul><ul><li>Candidate Selection </li></ul></ul><ul><ul><li>Full reference ...
Commitment <ul><li>Candidate Care </li></ul><ul><ul><li>Treat each individual with same level of respect and integrity tha...
Contact:  Jeff Herzog   President   FPC of New York City   212-302-1141   [email_address]   www.fpcnyc.com
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Generic360 Template

  1. 1. FPC presents
  2. 2. Why Talent 360? <ul><li>Fill open positions </li></ul><ul><li>Upgrade talent </li></ul><ul><li>Maintain a full bench of </li></ul><ul><li>qualified professionals </li></ul>
  3. 3. Why Talent 360? <ul><li>We can also help: </li></ul><ul><li>Create a streamlined and efficient strategy to attract and retain unique, talented professionals </li></ul><ul><li>Decrease the number of vendors </li></ul><ul><li>Reduce costs </li></ul><ul><li>Establish a successful, replicate-able process </li></ul><ul><li>Build a consistent, effective “recruitment brand” </li></ul>
  4. 4. Why FPC? <ul><li>Experience </li></ul><ul><li>50 years of executive search </li></ul><ul><li>Proven process </li></ul><ul><li>Nationwide coverage </li></ul><ul><li>Over 70 offices and 200 recruiters </li></ul><ul><li>Specialization </li></ul><ul><li>Extensive reach within numerous industries and disciplines </li></ul><ul><li>Specialized consultants </li></ul>
  5. 5. Why Jeff Herzog? <ul><li>Jeff Herzog </li></ul><ul><li>President , FPC of New York City </li></ul><ul><li>Experience </li></ul><ul><li>13 years in Recruitment & Human Capital services </li></ul><ul><li>Specialization </li></ul><ul><li>Finance and Accounting in Pharmaceutical, Biotech & Medical Device </li></ul><ul><li>Proven Success </li></ul><ul><li>Recent pharma/biotech/med device placements: </li></ul><ul><ul><li>Group Treasurer </li></ul></ul><ul><ul><li>Senior Consolidations Accountant </li></ul></ul><ul><ul><li>Global Director, Accounting & Consolidations </li></ul></ul><ul><ul><li>Corporate Controller </li></ul></ul><ul><ul><li>Senior Manager, Financial Controls & Policies </li></ul></ul><ul><ul><li>Senior Internal Auditor </li></ul></ul>
  6. 6. F oundation P erformance C ommitment
  7. 7. Foundation <ul><li>Sourcing Profile </li></ul><ul><ul><li>Developing the Ideal Candidate Portrait (ICP) </li></ul></ul><ul><ul><li>Job Requirements (See job order card on next slide) </li></ul></ul><ul><ul><li>Position Forecast where the position will go in 3,6,12 months and beyond </li></ul></ul><ul><ul><li>Salary assessment and benchmarking </li></ul></ul><ul><ul><li>Which companies to recruit from </li></ul></ul><ul><ul><li>Leverage FPC network and resources to develop a comprehensive sourcing plan </li></ul></ul>ICP
  8. 8. Ideal Candidate Portrait (ICP) Form
  9. 9. Foundation <ul><li>Sourcing Strategy </li></ul><ul><ul><li>Combination of traditional & proprietary active recruitment methods </li></ul></ul><ul><ul><li>Leverage power of the FPC network of 70 offices & 150+ recruiters </li></ul></ul><ul><ul><li>Tap into exclusive relationships built over many years to access currently employed, passive job seekers who are motivated for the right opportunity </li></ul></ul><ul><ul><li>The internet represents only one of many tools used in the FPC Sourcing Strategy </li></ul></ul><ul><ul><li>Nationwide network allows us assist our clients to expand their Diversity Recruitment needs </li></ul></ul>
  10. 10. Foundation <ul><li>Screening Process </li></ul><ul><ul><li>Significant focus on educating our recruiters and requiring them to specialize in an industry and discipline </li></ul></ul><ul><ul><li>Superior understanding of our clients needs allows us to focus on the top talent based on experience, motivation and commitment </li></ul></ul><ul><ul><li>Each candidate is required to fill out an in-depth “Candidate Profile” form which gives much greater insight into soft traits </li></ul></ul><ul><ul><li>Proprietary interview techniques which enable us to only recommend the most qualified professionals for each position </li></ul></ul>
  11. 11. Performance <ul><li>Candidate Presentation </li></ul><ul><ul><li>Top 2-3 candidates for each position are presented </li></ul></ul><ul><ul><li>Candidates are prescreened, phone or face to face interviewed & pre-closed for commitment </li></ul></ul><ul><ul><li>Candidate Summary Reports (CSR) </li></ul></ul><ul><li>Interview Coordination </li></ul><ul><ul><li>Schedule confirmation </li></ul></ul><ul><ul><li>Travel arrangements booked (if needed) </li></ul></ul><ul><ul><li>Co-branded, electronic interview package delivered to candidate including </li></ul></ul>
  12. 12. Performance – Sample Candidate Email
  13. 13. Performance - Sample Interview Agenda
  14. 14. Commitment <ul><li>Selection & Hiring </li></ul><ul><ul><li>Candidate Selection </li></ul></ul><ul><ul><li>Full reference report at client’s request </li></ul></ul><ul><ul><li>Offer Generation and Presentation Strategy </li></ul></ul><ul><ul><li>Background Check – education, criminal, credit </li></ul></ul><ul><ul><li>Ensure acceptance </li></ul></ul><ul><ul><li>On-Boarding and Post-Start Follow Up </li></ul></ul><ul><ul><li>Manage Candidate Resignation Process </li></ul></ul><ul><ul><li>Co-branded Welcome Package </li></ul></ul><ul><ul><li>Follow Up Progress Reports </li></ul></ul>
  15. 15. Commitment <ul><li>Candidate Care </li></ul><ul><ul><li>Treat each individual with same level of respect and integrity that we do our clients </li></ul></ul><ul><ul><li>We understand that unique, qualified professionals are the foundation of our success </li></ul></ul><ul><ul><li>Honest dialogue with candidates we are unable to assist </li></ul></ul><ul><ul><li>Belief that we have a responsibility to the job seeker marketplace </li></ul></ul><ul><ul><li>Stringent applicant tracking policies and procedures to ensure adherence to regulations </li></ul></ul>
  16. 16. Contact: Jeff Herzog President FPC of New York City 212-302-1141 [email_address] www.fpcnyc.com

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