THE STETSON GLOBAL PROCESS

Stetson Global, by virtue of being hands-on with our clients, is able to tailor each search to your specific hiring needs. A close partnership with internal human resource personnel and hiring managers helps us gain a full understanding of your business and internal culture, and furthermore, comprehend how this specific hire will fit into your company.

“Jeff Bush is an exceptional recruiter and business man. Before searching for candidates, he seeks to understand the company needs and culture, the position’s technical requirements and these attributes coupled with his high degree of understanding of professional positions resulted in a tremendously successful business relationship. I would not hesitate to recommend or use Jeff Bush again.” - V. Christmas, VP Human Resources

NEEDS EVALUATION

A detailed evaluation ensures that we will effectively find the best candidate. A member of our team will work with hiring managers and human resource personnel to determine parameters of the position, including:

• Responsibilities, skill level and years of experience

• Technical qualifications

• Soft skills / company culture

• Salary, bonus plan, benefits

RECRUITING

We will mine Stetson Global’s Internal Network to discreetly target exceptional candidates:

• Active candidates currently pursuing opportunities suitable for your role

• Passive candidates we’ve spoken with and deep-dive profiled in the past

• Industry-specific resumes in our database

• Direct Sourcing – Experienced recruiters search locally and regionally source from competitor companies

• Garnering referrals from our network of active and inactive candidates

CANDIDATE SCREENING

A candidate’s fit is not just on paper. We make assessments about the cultural fit between company and candidate, as well as long-term compatibility. We discover ‘pain points’ with their current job, discuss career goals and ferret out logistic challenges to making a job change. Our experienced recruiters are experts at creating honest dialogue with their candidates, forging relationships quickly and establishing a candidate’s viability for placement and retention.

PHONE INTERVIEWS

We do not call and pitch available jobs.

We contact candidates we believe have an appropriate skillset for your open position and discuss their current work situation, compensation and bonus, company culture and structure. We analyze the reasons for looking at new opportunities, and the salary and benefits expectations for making a change. These are lengthy calls, consisting of our recruiters asking open-ended questions, creating a relationship and really listening to the candidate’s needs and wants.

Once the recruiter has determined that a specific candidate is viable for the role and motivated to make a change for the right job opportunity, we will then present your job, your company and the specifics behind the role you’re seeking to fill.

IN-PERSON INTERVIEWS

When logistically possible and when time allows, Stetson Global brings candidates to our offices to target their personal presentation, preparedness, interpersonal skills.

More often we travel to meet the candidate in person when convenient with their work and life schedule. We sit across the table at the coffee shop, lunch table or hotel meeting room and get acquainted. We talk about your job opportunity and your firm, of course, but we also talk about their career goals, their current work environment and what motivates them within the workplace.

When in-person meetings are just not doable, Stetson Global employs the available technology for a Zoom, Facetime or Skype call to get acquainted over video. It’s not the same as meeting in person, but it’s better than just the phone.

REFERENCE CHECKS

The process through which we check references is rigorous. Stetson Global has a commitment to reference follow-through that assures candidates are truly viable.

We obtain references from at least three individuals, two past supervisors and one peer, and make the calls to ensure that the candidate is a strong fit, both technically and interpersonally. We ask open-ended questions, create a dialogue with the reference and encourage them to tell us where the candidate is best suited from a work environment and responsibilities perspective.

We do not ‘give answers to the test’ with references, asking inane questions about whether they’d work with the person again. We initiate thought-provoking conversation and see where that takes the call.

Often we’re able to glean additional contacts from the references that can speak to other aspects of the candidate’s work, and those calls are often more productive than the names provided by the candidate!

CLIENT PRESENTATION

Only qualified candidates are presented to the client. Upon completion of our recruiting and screening process, we provide a detailed summary, with resumes, of the most qualified candidates for review. This provides an efficient, ultimately successful match.

NEGOTIATION AND ACCEPTANCE

Our team continually manages the candidate’s expectations, over-communicates with the candidate about the process, the feedback from interviews and what to expect next, all the while continuing to circle back on their interest level, expectations and any changes within their current job. By the time the decision is made to make an offer, our methodology delivers an acceptance rate well above the industry average because the last-minute surprises are few and low in significance.

That said, negotiations of job offers are typical within the medical industry, be that in responsibilities, compensation, benefits or start date. Stetson Global’s principals are skilled in navigating these waters, working to come to a mutually beneficial agreement that has both parties eager to work together.

START DATE AND FOLLOW-UP

Once an offer is accepted, Stetson Global supports the candidate’s transition to the client. After an acceptance, our job is not done, as we lead the candidate through the resignation process, to the start date and post-start evaluation and feedback.

We pride ourselves on career-long relationships with our candidates, as a successful placement is often our best referral source. That continued dialogue can also be a conduit for conflict resolution should there be areas for improvement with the role they’ve been placed within.

END RESULT

At the end of the process our clients repeatedly report that Stetson Global delivered a streamlined hiring process, presenting pre-screened, qualified candidates that accepted their job offer and started work in short order.

Candidate resumes were presented in a short timeframe, complete with relevant compensation, relocation and motivation details and within the agreed-upon parameters of skill set and experience level.

Interviews were scheduled quickly, feedback from those meetings was detailed and helpful. Negotiations, when necessary, were reasonable, and both parties agreed to a quality arrangement.

Our clients continually communicate that they see our work as an extension of their company. We take immense pride in that level of trust and collaboration, and work every search with that goal in mind.