1. Full Life-Cycle Recruitment and Consulting
Your Prescription for Success
SHS, Incorporated was founded to help employers meet their objectives by staffing
their companies with high-caliber personnel - candidates that possess the qualities
specifically needed to fulfill their roles efficiently and effectively. Men and women with
the right combination of skills, background, and attitude to ensure success -for
themselves, their coworkers, and their employers.
We specialize in working with individuals not actively seeking employment. They are
men and women recognized for their special capabilities and professional commitments
within their respective fields and referred or recruited because of it.
Each of our consultants has a vital connection to the industries that they serve -
whether it is past work experience, involvement in industry associations, or educational
goals and attainment - they have a depth and breadth of industry knowledge that goes
beyond the average search professional.
Founded in 1988 by Mr. Timothy Jadwin, CPC.
A progressive recruitment and placement firm capable of handling either
contingency or retainer search assignments.
Specializing in Biotechnology, Pharmaceutical Development, Pharmaceutical
Advertising, Medical Education, Healthcare Communications, and Healthcare
Public Relations.
Affiliated with the National Association of Personnel Services and the Illinois
Association of Personnel Services.
Our website, Careers Front Page, has been online since 1996 and maintains a
loyal following among professionals within the industries we serve.
711 DeLasalle Ct . Naperville, Il. 60565 . Voice: 630-718-1704 . Fax: 630-718-1709 . www.shsinc.com

2. Full Life-Cycle Recruitment and Consulting
The Four Phases to Success
PHASE I.
The Client Process
A personnel consultant conducts a thorough Client Job Analysis of four areas crucial to
the recruitment and referral activities:
· Details of the position available.
· Details of the industry, the organization and its divisions, departments, etc.
· Details of the organization's "culture" - its internal work environment and the
people within it.
· Personnel Profile - the type of person that will be a cultural "fit".
Based on the above information the consultant develops a Candidate Profile to serve as
a guideline in recruiting potential candidates that already qualify in many respects.
PHASE II.
The Candidate Process
First, each potential candidate must complete a rigorous interview. The consultant pays
close attention to each response, checking for confusing, incomplete, or avoided answers
and requests additional information when necessary.
Simultaneously, the applicant's background and references are checked to ensure as
nearly as possible the validity of the information provided. The consultant screens the
candidate for the following:
· Technical Profile. Is the candidate able to work with trade / industry required
equipment, materials, supplies, software, and tools?
· Personality Profile. Is the attitude, behavior, and perception of the candidate a
cultural "fit"?
· Functional Profile. How well does the candidate perform assigned, assumed, or
optional duties?

3. PHASE III.
The Match
After the candidate is evaluated and determined to meet the requirements of the position,
the consultant discusses the opportunity with the candidate:
· The position available, details related to it, and the candidate's qualifications for the
position.
· The candidate's professional goals and how the position fits into his or her personal
career plans.
· The client interviewing process and related company orientation.
The candidate's qualifications are then discussed with the client and an introductory interview is
scheduled.
PHASE IV.
The Interview
Our objective is to help ensure the success of the client-candidate interview, giving both
parties the best opportunity to enjoy this initial communication with each other. After the
interview the consultant evaluates both client and candidate responses to determine the
next step.
The consultant continues to maintain close contact with both parties throughout the
hiring process - through the job proposal (offer) stage, the negotiation / contract stage,
and the probationary period.
The Launch (Post-Hire)
SHS will provide ancillary advice and support as needed during the new employee's
initial tenure to ensure a smooth transition and guaranteed success for all involved.
711 DeLasalle Ct . Naperville, Il. 60565 . Voice: 630-718-1704 . Fax: 630-718-1709 . www.shsinc.com