BR SEARCH PROCESS

Bryant Research believes that finding the right candidate for a position requires extensive research and time. This series of key steps was developed in order to best utilize BR’s technology and expertise, and provide the finest candidates available:

Step 1: First, the search parameters are defined with a company contact. The contact could be the line manager or a member of the human resources department, or another client designated contact. At BR, the recruiter who procured the job order meets with a BR researcher and begins to gather information from BR’s client company profile (which includes a company overview and a history of the relationship), the NDA pipeline, and information available through the Internet. The search plan is then developed and executed.

Step 2: A candidate pool is sourced from BR’s proprietary database. Search parameters are entered, starting with the broadest and becoming more defined in order to generate a manageable list of qualified and well-targeted potential candidates. External contacts are organized as well so that if the ideal candidate is not within the BR database, the task of putting an outside network in place can be expedited.

Step 3: BR’s Research Department initiates a call to prospective recruits. At this time, a preliminary screening takes place to determine whether a candidate is qualified (based on specifications provided by the company) and whether he or she is interested in the presented opportunity. The candidate is then re-screened by his/her assigned recruiter so that BR can review credentials and experience, and determine the candidate’s level of interest and commitment to a job change.

Step 4: Submission of CVs to the client begins. Phone screens (if required) and first round interviews are arranged. The recruiter works closely at this point with the designated client contact to confirm interview dates, ensure that travel arrangements are made, and that the process is moving smoothly. Throughout the process, the recruiter maintains ongoing communication with the candidate to address issues that may affect his/her ability to accept a potential offer. The recruiter will also work with the candidate to determine what type of compensation package would be acceptable.

Step 5: Discussion with the company continues on the status of the search, the candidates submitted, and the candidates interviewed. Second round interviews are arranged.

Step 6: A more detailed strategy for the selection process is developed between the company and the recruiter. During this stage, reference work commences. (However, upon client request, this process can begin sooner.) Although included in the services BR provides, clients can opt to procure references themselves.

Step 7: The focus of the process at this point is to move towards the preparation of an offer that is suitable to both parties. A compensation package is developed which commonly includes a base salary, bonuses and incentives, stock (if appropriate) and details pertinent to relocation. An offer is made, either by the recruiter or the client (depending on the client’s preferences). If necessary, appropriate and reasonable negotiations are made and the offer is accepted.

Ongoing: Throughout the process, clients are updated on a regular basis to keep them apprised of the progress of their search. Simultaneously, BR will be working to ensure that candidates maintain a constant commitment to accepting an offer. BR will only encourage a candidate to continue in the process if s/he is truly committed to working for the client.