Project Based Approach to Search

“No Business Too Small, No Problem Too Big!”
www.HRValuePartners.com
PO Box 85937
Racine, WI 53408
888-899-1902
Brad@HRValuePartners.com
888-899-1902
Support@HRValuePartners.com
© 2015, HR Value Partners, LLC www.HRValuePartners.com
The HR Value Partners Project Based Search Process
Professional and Executive Search

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What Makes HR Value Partners
Different?

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• All the resumes come to you
• Audience is limited to people
who see the ad
• Passive candidates will not
see it, because
• By definition they are not
looking… They need to be
enticed
When You Run an Ad…

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• You will pay 20 – 40% of the candidates
first year compensation (base, bonus,
equity…)
• It is in the agency’s best interest to see a
candidate receive as high a salary as
possible
• It’s a volume business so you may feel
pressure to make a decision quickly
When You Engage a Traditional Search
Firm…

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• You will pay a flat rate, agreed upon up
front
• You see only the most qualified
candidates
• You know a wide net is cast and even
passive candidates will be identified
• You will have a partner interested in a long
term business relationship. That means:
• We’re committed to fill the job, and
• We’re committed to ensure you’re 100%
satisfied
When You Engage HR Value Partners…

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What Does That Mean for You
and Your Business?

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• Partnership!
• HR Value Partners is
committed to save you:
• Time, and
• Money
• Our approach to
professional and
executive search is:
• Proven Effective, and
• A Great Value!
One Word

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Our Approach

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• Meetings with all Interviewers/
Decision Makers to create
scoping document.
• Everyone’s input is used
• All critical criteria
documented
• Final approval from Primary
Decision Maker
• Search Commences
Initial Preparation Steps

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• Identify Active Candidates
• Ad(s) based on Scoping
Document
• Identify Passive Candidates
• Networking
• LinkedIn “Mining”
• Indeed
• Zip Recruiter
• Etc.
Candidate Generation

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• Screen out anyone not
meeting minimum
requirements
• Prequalify candidates for
salary range, geography, etc.
• Screen for criteria identified in
Scoping Session & Assign
relative ranking (A,B,C…)
• Forward top resumes for
consideration
Candidate Screening

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• Hiring Manager reviews the resumes
• Notifies HR Value Partners of candidates
for interview
• We schedule the meetings
• Additional screening if desired
• Historical assessments used by the
company
• Personality Profiles (i.e. MBTI*)
• Emotional Intelligence (i.e. EQ-i 2.0*)
• Whatever you need to make a final decision
*Additional fees may apply
Candidate Selection

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• Hiring Manager selects the
final candidate
• HR Value Partners can
assist in compiling the
offer letter
• HR Value Partners can
present the offer and
serve as “Go-Between”
• Offer Acceptance
Closing the Deal

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• Myers-Briggs Type Indicator®
(MBTI®)
• Identifies a candidates innate
preferences
• There is no “right” or “wrong”
personality type
• The value of this information is:
• Some “types” may be preferable
for some jobs
• Diversity of “type” on a team can
improve performance and
decision making
Myers-Briggs Type Indicator® (MBTI®)
Back

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• Emotional Intelligence
• Identifies a candidates level of:
• Self and Social Awareness, and
• Ability to manage themselves and
their relationships
• There are 15 dimensions of
Emotional Intelligence
• EQ can be coached/improved
• The value of this information is:
• Some “dimensions” may be
predictive of success in some
jobs
• Higher EQ is predictive of
personal and professional
success in general
EQ-i 2.0
Back

Project Based Approach to Search

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