What We Do:

Step 1:  Job Consultation

Our job consultation is a process to uncover the true needs for the role. It goes well beyond a job description.  We dive in on everything from the company objectives, the project requirements and the cultural aspects of the company and team. 

We then work with you to hone in on the 3-5 must have’s for any candidate to demonstrate success.  We work through what success in a hire would look like 6-9 months down the road.  The information we collect allows us to focus our search on the best candidates for the role.

Once we’ve worked together longer and understand your company, you vision, benefits and culture we can shorten the process and just look at the role and the team they will be working with for the opportunity being presented to prospective candidates.

Step 2: Collection and Screening of Candidates 

Our 24/7-365 engagement process is activated once we understand the requirements of your company for the role.  Our methodologies narrow in on a target list of between 50 and 100 prospective candidates. Remember these candidates are not necessarily looking for a change so we have to engage with them to get their attention for an initial chat.

It takes between 5 and 9 contacts to speak to most candidates but because of our engagement, candidates take our calls where we screen them for fit, interest and other criteria.  This insures we know, not only that they have the right skill set, but also we understand their motivation for making a move.

The process results in narrowing the list to about 7-10 candidates.  From there we sort and present the top 3-5 candidates for review. 

Step 3: Interviewing & Selection 

We work with you on setting up interviews from the list of 3-5 candidates we present.  Our work together includes understanding the timing of the interviews and the selection process.  We recommend you interview 2-3 from the list.  Some choose to just interview 1, some interview multiple and some interview all of them.  The option is yours.

A critical part of any recruitment effort is clarity on the selection process.  A ‘gut feeling’ is not a selection process and it is not something easily communicated to a prospective candidate.  By explaining ahead of time the selection process to the candidates then following that process as described gives candidates comfort that the company is organized and acts in a predictable manner.  This helps the right candidate make the decision to leave a good job easier. 

Step 4: Negotiating and Onboarding 

Nothing is worse than negotiating and offer then getting turned down.  Do you how to tell if a candidate is just using you to get a counter offer from their current employer? It happens and there are no guarantees it won’t happen again.  However we take steps along the way to significantly reduce the likelihood by counseling candidate from the very beginning the hazards of counter offers.  We counsel them right up to the end that you can say no until you say yes.

This is a vital part to negotiating an offer that will be accepted.  

Once the offer is accepted, many recruiters thing the job is done.  Not Synergy,…

Once we have the offer, the first step is to work with the candidate to craft a resignation letter and submit it on time.  We check to make sure all their paperwork done and show up for their first day. If there is relocation or other considerations, pre hire we check in to make sure it is going according to schedule. 

In short, we help insure everyone understands how your onboarding takes places and what to expect the keep the lines of communication open to ensure any issues are resolved quickly so that candidate starts on time without issues hanging over head.

Customized Plans

Whether you need to one job filled, an entire team or to define your HR processes, our team will build a plan to suit your needs.

Customized outsourcing is useful when a company needs help developing a recruiting strategy or help to develop or improve its’ own internal process.  It can be anything from creating ads for job boards that attract top candidates, to screening resumes or training hiring managers how to interview, what questions to ask and how to select the right candidate.  In short, this is a consultative or partial outsource function.

Complete outsourcing is needed when a company is a start-up and needs to hire lots of people, or a company is outgrowing capacity to hire people fast enough or, there is a short term project that requires extraordinary efforts to meet the goals.   In each of these cases it makes sense to outsources to a professional.

So what is your Recruiting Strategy?
Are you an effective interviewer?
Do your ads attract top candidates?

If you answered no to any of the above, or just need some help evaluating your process, call us now!  It is hard to get a better return on investment than hiring a high performing employee.