TalentGrid has a Meticulous Process That Creates a Foundation for Success
Process Overview
How It Works
The process begins with a thorough consultation between TalentGrid and the client. The goal is to understand the organization, learn about the specific role to be filled, and align on a search solution. If there’s mutual interest, we enter into an agreement and our partnership begins.
Search Consultation
Step 1
TalentGrid, in collaboration with the client, creates a detailed position specification that outlines the qualifications, responsibilities, and key attributes required for the role. Equally important, we will discuss the culture, future growth, and why the client company is an appealing place to work. We will conduct a comprehensive analysis of the market to learn insights about the talent pool and drive the search strategy.
Search Strategy Development
Step 2
TalentGrid will leverage their network, industry knowledge, database, and other resources to identify potential candidates. This phase involves both proactive outreach and in-depth research to identify passive candidates who may not be actively applying to positions.
Candidate Identification
Step 3
Once potential candidates are identified, we will assess their qualifications, background, and suitability for the position by conducting in-depth interviews. These interviews assess not only skills and experience but also cultural fit and leadership qualities.
Assessment and Screening
Step 4
We will present a shortlist of the most qualified candidates to the client. Each candidate is accompanied by a detailed report highlighting their strengths, experience, and potential fit with the organization.
Candidate Presentation
Step 5
The client interviews the shortlisted candidates to further assess their suitability for the role and to determine cultural alignment.
Client Interviews
Step 6
TalentGrid specializes in engaged and retained search solutions for mid-to-senior level positions. Organizations deserve more than contingency staffing firms can provide.
Finding the Best Talent is Worth the Investment
The nature of the contingency model can foster a transactional relationship between the client and the search firm, rather than a strategic, long-term partnership that is often emphasized in retained searches.
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Contingency firms rely mostly on active candidates and tend to post job openings to cast a wider net. They may lack the resources to source passive talent.
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The contingency model may present challenges in maintaining confidentiality during the search process. Since multiple firms might be working on the same assignment, there's a risk of information leaks that could impact the client's reputation.
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Contingency firms often work on multiple searches simultaneously to increase their chances of success. This may lead to divided attention and potentially impact the quality of service provided to each client.
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Contingency firms may prioritize filling positions quickly to secure their fees, potentially leading to a mismatch between the speed of placement and the thoroughness of the candidate-company fit assessment.
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Contingency firms are paid only upon successful placement. This payment structure may result in a lower level of commitment, as the firm is not guaranteed compensation for their efforts.
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Why to Consider TalentGrid Over Contingency
After the interview process is complete, the client selects the candidate they believe is the best fit for the position.
Hiring Decision
Step 7
TalentGrid may assist in the negotiation of the candidate's compensation package, helping to facilitate a successful job offer.
Offer Negotiation
Step 8
We will provide support during the candidate's transition, assisting with the onboarding process to ensure a smooth integration into the client’s organization.
Closing the Search
Step 9
