Our Proprietary Process

At a Glance

1

Client Company & Requisition Intake Session

2

Develop The Go-To-Market Message

3

Market + Talent Analytics

4

Determine The High Touch Recruitment Strategy

5

Technology Deployment Utilizing Recruiting Ecosystem

6

Making the Match

7

Assesment & Training

8

Search Summary Report

9

Interview Scheduling Management

10

Interview/Client Preparation

11

Interview/Client Debriefs

12

Recalibration If Needed

13

Compensation Close

14

Offer Process

15

Background and Reference Check

16

Pre – Boarding

17

QC/Onboarding – 1st Day, 30/60/90, 6 & 12 Months

18

Consultant + Post Placement Care

19

Strategic Annual Business Review

During these phases client involvement is critical.

AccruePartners recruiters are comprehensively trained and adhere to the AccruePartners Business Systems (ABS) 19 step recruiting process.

1
Client Company and Requisition Intake Session

Utilize in person or virtual meetings with client to understand compelling story and position specifics.

2
Develop the Go-to-Market Message

Create customized market message based on intake details and share with client prior to recruitment kick off.

3
Market & Talent Analytics

Provide real-time talent market intelligence related to supply & demand, compensation bench marketing, skill gaps and other workforce insights to enable data driven decision making for hiring and retaining top talent.

4
Determine the High-touch Recruitment Strategy

Tailored approach to compliment the identified needs of our Client utilizing our internal network of qualified candidates and efficient process of engaging talent.

5
Technology Deployment Utilizing Recruiting Ecosystem

Targeted search with direct recruiting efforts to identify additional qualified candidates utilizing proprietary technology ecosystem and headhunting.

6
Making the Match!

Align candidate skillsets, including subjective fit, with client company and job requirements to be presented.

The ABS has been built on the foundation of our beliefs, system and core values.

7
Assessments & Training

Utilize skills testing and training tutorials to benchmark and upskill talent.

8
Search Summary Report

Weekly activity report shared with Client on active searches detailing current and future candidate pipeline.

9
Interview Scheduling Management

Work with Client and Candidate to schedule interview based on availability.

10
Interview/Client Preparation

Prepare Candidate with interview specifics and expectations and share additional Candidate information with Client should the need arise.

11
Interview/Client Debriefs

Connect with both Client and Candidate after interview to gage interest level, qualifications, and determine next steps.

12
Recalibration If Needed

Retool search based on feedback if interviews or submitted candidates miss the mark or there is a misalignment to the market.

This value system elevates our team in the competitive markets we serve – making us attractive for companies who wish to partner with a total workforce solutions provider for staffing, search and project solutions.

13
Compensation Close

Ensure compensation is accurately presented and reconfirmed at each stage of the hiring process to guarantee candidate is poised to accept salary, benefits, and PTO offerings.

14
Offer Process

Deliver offer to Candidate ensuring acceptance based on compensation close.

15
Background and Reference Check

Upon offer acceptance, criminal background check is conducted. Reference checks to be completed during interview process and shared with Client.

16
Preboarding

Consistent communication with both Client and Candidate between time of offer acceptance and start, assist with start details, and check on trailing opportunities.

17
QC/Onboarding – 1st Day, 30/60/90, 6 & 12 Months

Post placement check-in with Consultant and Client to discuss onboarding, performance, further understand department, and provide coaching when needed.

18
Consultant + Post Placement Care

Consistent layer of service to keep Consultants and placements engaged during assignment by offering comprehensive benefits, appreciation events, annual rate review, and overall care and concern while on assignment.

19
Strategic Annual Business Review

Annual or quarterly touchpoint meeting with client to discuss performance, lifecycle of relationship, and forecasting of future hiring needs and proactive program enhancements.

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