Questions frequently asked

• By clients

• By candidates
  

  
  

How long does a search take, and why?

Hire Resources completes most of its searches within 60 to 120 days. On occasion, however, a search may take longer due to the degree of difficulty imposed by the hiring need. This may exist, for example, when the requirements sought in a candidate are highly unique and rare in the marketplace or in instances when a client may introduce unexpected changes to either the position and/or its requirements after the search process has commenced.

How does a retainer fee differ from a contingency fee?

Contingency fees are billed to the client in one installment and paid only when a candidate is hired. Retainer fees are billed in multiple installments, usually 3-4 over the course of the search.

Why should I use a retained search firm?

A retained search may be appropriate when deliberate and focused attention is needed to solve a hiring problem. Sophisticated search skills are required to find that rare talent or to attract talent that is in demand and highly competed for. In some instances there may be sensitivities surrounding a hiring need that require the search to be conducted in strict confidence. You are retaining our undivided attention and complete loyalty, combined with years of expertise.

What is the search process like?

Hire Resources works with the client to establish the criteria. We will develop a job description and a strategy. We will identify organizations from which to recruit as part of the strategy bringing a tremendous amount of market knowledge and data to a client. We have come to know many businesses and candidates through the years. We develop relationships. Click here to learn more about our Search Process.

How many candidates can we expect to see?

Search is not about numbers, it's about quality. It varies from search to search. In a market where there are a lot of specialists, we may typically refer more people. The number referred may depend on the position and region. We would rather select fewer highly qualified candidates who would be an appropriate fit in the organization.

How do you distinguish yourself from other retained firms?

In a word, "flexibility". Hire Resources is smaller by comparison to other firms and able to be highly personalized. We have the technology, databases, networks and expertise to tackle any recruitment challenge. We structure the relationship and process to meet the client's needs, not ours…and this is often difficult for larger search firms to achieve given the bureaucratic nature that a complex organizational structure inspires. We can even be more accommodating in our pricing as circumstances dictate.

How are you able to take on a search for a position with which you have little or no experience?

Recruitment is a "process" driven activity. There is no question that prior experience in a particular industry or category of job is meaningful, however, if you lack the methodology, tools, skills, creative discipline and persistence…prior experience or not, a recruitment firm will fail. We possess years of search experience spanning many different industries and functional positions…it's all part of the "spider" analogy.

Who checks the references of a potential employee and negotiates compensation?

Hire Resources does. It is part of the fee that we charge for our services.

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Questions frequently asked by candidates:

How many candidates do you refer for each position?

It depends on the market, the availability of candidates, and how realistic a client is in terms of titles, compensation and benefits. In general, Hire Resources likes to narrow the candidates down to a small pool of the most qualified people. Typically, one of those people will be hired.

How can you help me improve my resume?

We make sure that it is succinct. It should have the basic facts: months and years of employment, titles and educational background. A resume should contain functional information. It should be specific and use proactive words: "developed, invented, created, supervised". We help you to express your skills and we encourage you to avoid empty jargon: "I'm a high-energy individual looking for a dynamic company." Who would want the opposite: A low-energy individual seeking a dull company?

Why don't recruiters call me back?

We can't explain why they don't. It's bad business. Hire Resources makes a strong commitment to return phone calls. It's not always possible to return calls of unsolicited candidates.

Should I lie about my compensation, or whether I have a degree?

No. Companies frequently conduct background verifications and falsifying information can be grounds for dismissal.

I was fired from my last job. What should I say to a prospective employer?

It depends on why you were fired. People get fired. It's not unique to you. This is a situation where it is not what you say, but how you say it. It's best to have a short, tidy answer. If you were fired for a personality conflict, don't make yourself out to be the victim. Explain that you had a difference of opinion, style, understanding and/or expectations of the position. Sometimes, less is better.

I'm concerned about receiving a bad reference. How should this be handled?

Companies today typically do not give references because of liability issues. But if you believe a former boss is going to give you a bad reference, I wouldn't raise the issue with a potential employer. What you should do, however, is call everyone who may be contacted for a reference and let them know to expect an inquiry. If nothing else, that lets them know that you know that they may be talking about you.

I know it looks as if I have jumped from job to job, but I had good reasons. How should I explain this?

Directly and clearly. The company relocated, and I didn't choose to relocate. Family commitments; changes in management. The dotcom industry is a perfect example. Many highly talented people were wooed by promises of fame and fortune that did not come to fruition. Many of those people signed on with companies that quickly closed. But that does not mean, because their employment was brief, that these were poor performers. Take responsibility for asking the right questions prior to joining a company whose future can be risky.

Why won't you refer me to a client?

Culture plays an important role in how well an individual will fare in an organization. You may have the right skills, but that doesn't mean you are a good fit in a particular company. You may have worked in a highly structured, Fortune 500 company and may not adapt well to a smaller, more informal, less structured company. And vice versa. There are not many employment accidents. We help match not only skills but working styles.

Why didn't your client want to meet me?

Hire Resources will present the backgrounds of several candidates to a client, and the client will perceive that some of the potential employees have more desirable backgrounds or skills than you. Since the client has not met you, clearly this isn't a personal rebuff. It's just part of doing business.

How can I find out more about the corporate culture of a particular client who may be interested in hiring me?

Research the company's Web site. If the company is in your area, you can visit, ask questions of people who work there, and listen to the answers. You can ask friends if they know of people who work there.

Should I write a thank-you note to the recruiter?

You never make a mistake being polite. And it's certainly a good way to keep your name in front of someone.

How should I dress for my interview?

We can tell our candidates what is appropriate. If you are not working with a recruitment firm, you can call the company and ask about their dress code. In any event, you should always err on the safe side of business attire.

Who will negotiate my compensation package?

Hire Resources will do so. Our clients are paying for the service, and both parties benefit from our years of experience in negotiating compensation packages.

What if I never hear from a company I interviewed with?

What's never? If you are not being contacted after several weeks assume there won't be an offer forthcoming and if there is one later, then you have a decision to make.

Well, who would want to work for a company like that?

Don't judge a company by one incident of poor behavior on part of one employee. This could turn out to be the opportunity of a lifetime.

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