DEFINE

“Voice of the Customer”

• Request Meet & Greet with Hiring Manager & HR, to understand “Voice of the Customer”
• Request a questionnaire fill in from hiring manager to better understand the needs
• Understand and agree on the timelines

MEASURE

Scout & Match

• Internal databases
• Network through other SMEs – “Top talent knows other top talents”
• Target companies based search
• Initial screens

ANALYZE

Gage applicant’s Subject Matter Expertise & Key Top Talent/ Derailer Indicators

• Conduct exploratory discussions with the candidate
• Understand the career story and motivations
• Understand candidate’s top talent and derailer indicators
• Conduct assessments on Subject matter and behavioral aspects

IMPROVE & CONTROL

Present Candidate Slate & Request Client Feedback

• Present candidate slate, resumes & HWG writeups on candidates to Client
• Solicit detailed feedback from Client HR / Hiring Manager
• Support client HR with setting up interviews & any other due-diligence needs
• If selected, conduct candidate pulse check 90 & 180 days after hiring with Client HR or hiring manager