Strategic Staffing and Recruiting Processes
When we take on a new search, exacting procedures are followed to make sure the best candidates are referred to our customers. Only the candidates who possess the skills required, have a keen interest in the open position, and will fit in well with your organization become finalists in our recruiting process.
When we receive a new search assignment, our trained human resource professionals want to learn as much as possible about your organization's work environment and what makes it tick. Naturally, learning job specific details of the new search assignment is essential. Once we have learned about you, your company and the job itself, we begin a multi-pronged recruiting process.
In order to find the best employee for an open position, our trained HR professionals will sift through our internal database of more than 11,000 available candidates. In conjunction, technical schools, outplacement firms, local civic organizations, churches, and trusted employees and clients are sourced in order to identify top talent. From there, our recruiting processes may differ slightly depending upon the division you are working with. For example, our Professional Staffing Services division may choose to utilize newspaper advertising, internet job boards, a radio campaign, career fairs and specific marketing programs aimed at recruiting targeted groups of applicants. Our IT Placement and Executive Search divisions may choose similar sourcing strategies but rely mostly on referrals from known industry experts, a member-owned network of candidates and internet research.
When a person is identified as a good candidate for one of our clients, Wood Personnel begins an extensive screening process. All of our referred candidates are thoroughly interviewed and evaluated by a member of our placement staff. When appropriate, our Professional Staffing Services division tests applicants using an evaluation program called SkillCheck. This system helps verify an applicant's skill level in a multitude of software packages. In some cases, candidates are offered the opportunity to enhance their skills using our Interactive Learning Centers. Reference checks and background checks are standard and can be conducted and provided to all clients for each candidate referral if so desired. For the IT Placement and Executive Search divisions, reference checks may also be conducted prior to a client doing a face-to-face interview and background screens will be provided upon request.
Only after completing our extensive search processes will qualified, potential employees be submitted to you for your consideration. You may choose to see resumes and conduct interviews or, at your discretion, you may want an employee to start work based upon our recommendation. We are flexible to the specifics of each of our client's hiring processes and will develop a hiring process that works best for you, our client. Occasionally, when confidentiality has been an issue, our clients have chosen to conduct interviews in one of our local offices.
Finally, and regardless of the hiring process required for your organization, it's our practice to keep our clients fully aware of the status of their job opening. We update clients on our progress frequently – but only to their level of desired communication. It is customary for a Wood Personnel representative to call and confirm the safe and timely arrival of new employees hired through our company. On long-term positions, weekly communication is typically requested.
We hope these processes provide you with the information you need to select a search firm for your organization. Should you require additional information, please feel free to contact us at one of our offices and we will be more than happy to discuss your specific situation in person or on the telephone.