The document outlines a 14 step talent acquisition and management process focused on attracting, assessing, and acquiring mid to senior level talent as a top business priority. It involves reviewing the client's culture and needs, researching and developing talent profiles, screening candidates, conducting in-depth assessments, facilitating interviews, providing feedback, managing offers, and maintaining ongoing talent relationships and acquisition improvements. The goal is to hire the best possible talent through a strategic, thorough process.

1. Talent Acquisition and management
Talent acquisition and management process as an ongoing strategic
initiative Our focus is on mid and senior level management positions
with an objective of attraction, assessment, and acquisition as a top
business acquisition as a top business. process imperative.
1. Program Launch
We work with our clients to build and communicate a clear
understanding of the necessary process for hiring the best possible
talent
• Process Review, Culture Overview, Values Overview, Technology
Integration

2. 2. Program Assessment
A thorough process that builds awareness of your firm and its talent
needs, challenges, values, and organization dynamics
Current Staff Assessment, Position Reviews, Candidate Acquisition
Teams, Establish Initial Action Plan
3. Engagement Refinement
Talent Detail Document (TDD). Commencing with Research, this guides
our attraction, assessment, and acquisition of talent
• Talent Detail Document (TDD) Development & Review
• Develop Competitive Research Strategies
• Web Marketing Strategies

3. 3. Research discussion
For each engagement,we work with our clients to develop a Research
Project Document (RPD) which defines the research sources we will
employ to mine our current database, subscribedto databases, and
to generate new candidates from competitors
•Fundamental Industry Research (IRP)
•Research Principal Competitors (CRP)
•Development of Research Project Document (RPD)
•Internet Research Strategies
•Primary and Secondary Competitor Mapping

4. 5. Candidate Development ,discussions
between our consultants, candidates, and clients that result in a
refined search process and sustained candidate relationships.
• Candidate Development and Screening
• Candidate Research Feedback
• Candidate Perception and Motivations Analysis
6. Soft Qualify, assessment
leads to a higher quality, We transform the pool of qualified
professionals identified via our research process to a short list of highly-
qualified candidates appropriate to the needs of your firm.
• Discussion of Candidates’ Motivations
• Initial Assessment Commentary

5. 7. Assessment
Once a candidate meets the initial criteria for the position as defined
in the TDD and our client indicates an interest in pursuing them
further, we complete a thorough, person-to-person assessment that
goes beyond a review of their professional qualifications to create a
clear picture of the candidate’s
• Complete Candidate Assessment Document
• Extensive Person-to-Person Candidate Interaction
• Informal Reference Checks
• Determination of Interview
We then present the top candidates to the client and determine
those that are appropriate to interview

6. 8. The Candidate Assessment Team (C.A.T.)
candidate engaged, challenged, and qualified. The facilitation of an
interview process in which each interviewer focuses on a different
aspect of candidate qualification allows for an in-depth picture of the
candidate to emerge
• Interview Training
• Interviewing Objectives
• C.A.T. Members Post-Interview
9. Expediting
Candidates and insures a smooth process. We alleviate many of the
“headaches” associated with interviewing by facilitating
Communication with Candidates and Interviewers Implementing Travel
Plans Directing Transportation To and From the Interview Meeting
Coordinatio

7. 10. Feedback
• Review Processes and Activities with Senior Management
• Assess Candidate Acquisition Team (CAT) Performance
• Refinement of Approaches and Strategies
• Candidate Feedback
11. Negotiations & Administration
composing an offer to the candidate on behalf of clients
• Review Compensation Worksheet
• Facilitate relocation package, when applicable
• Candidate and Client Expectations Management
Proper coordination during this critical phaseof the process should
facilitate a winwin for candidates and clients.

8. 12. Offer & Close
Proper coordination during this critical phase of the process should
facilitate a win win for candidates and clients.
1. Foreseeing Any Challenges to Candidate Acceptance
2. Timely Extension of Official Offer
3. Agreement to Close by Candidate and Client
13. Talent Relationship Management
We insure that our clients are competitively positioned to attract,
acquire, and retain the best possible talent by identifying the right
candidate for the right position at the right company
•Regular Communications With Top Talent
•Periodic Talent Message Management
•Candidate Acquisition Team (CAT) Reviews

9. • Regular Communications With Top Talent
• Periodic Talent Message Management
• Candidate Acquisition Team (CAT) Reviews
• Review and Analysis of Metrics
14. Talent Acquisition
In order to maximize your return on investment in the talent
acquisition process, we continuously work with our clients to
understand how the industry and candidates perceive their company
and importance of talent acquisition as a top business initiative.
•Workforce Planning •Industry Perception Management •Sustained
Talent Sales and Marketing StrategiesRefine Employee Value
Proposition (EVP) •Continuous Talent Acquisition Process Improvement