Screening Process
At Alliance Resource Group, our philosophy is that quality takes precedence over quantity, and we take pride in our ability to produce a diverse portfolio of candidates that properly align with our core competencies and clientele. We have developed and championed a comprehensive screening methodology that generates consistent, measurable results.Step One: The Preliminary Assessment
Once we identify a prospective candidate, we conduct a preliminary phone screening session. The purpose of this phone session is to conduct a “top-level” screening, which provides us with a career snapshot and details related to the candidates search criteria. Once we have determined that a prospective candidate is in alignment with our core competencies, we schedule an in-person interview consultation. If we feel that perhaps the prospective candidate is not presently aligned with our core competencies or any of our active search or project engagements, we generally postpone our in-person interview consultation until the right opportunity presents itself in the future.
Step Two: Interview Consultation
We have established a company policy and guarantee to our client employers that we have personally interviewed and consulted with anyone and everyone with whom we represent. This initial consultation allows us to build trust and credibility, laying the foundation for a successful partnership. This trust-based partnership allows us to represent our candidates in the most knowledgeable and straightforward manner. Our candidates allow us to navigate their career search and defer to us in managing or guiding employment expectations. We also establish and manage expectations related to compensation, and take an objective standpoint to avoid any surprises or misunderstandings at the final negotiating and hiring stage.
We have championed a highly effective interview methodology that allows us to thoroughly assess and evaluate a candidate’s marketability and search criteria. Our in-depth interviewing technique includes insightful questions related to work and compensation history, technical skills, financial and business acumen, and personality traits. Since all of our seasoned Executive Search and Staffing Consultants have received extensive training by industry experts, they are comfortable asking the tough questions in order to properly ascertain technical competence and marketability.
Testing:
We utilize a comprehensive skills-assessment that allows us to more accurately qualify a candidate’s technical competence from a theoretical standpoint. This skills-assessment is primarily utilized at support staff levels, and evaluates a candidate’s knowledge of Generally Accepted Accounting Principles.
Candidate Submittals / Presentations:
We present our short-list of carefully selected candidates in a structured and consistent format. This presentation includes a professionally authored resume along with an executive summary of relevant information extracted from our interview consultations, which includes the candidates’ key accomplishments, core competencies, compensation details, and relevant characteristics.
References:
We have developed our own unique reference template that covers both technical and behavioral based questions. Our policy is to conduct thorough and detailed references on every candidate that is a potential hire, and volunteer this valuable information to our clients. This technique provides our clients with further insights to better assess the candidates cultural compatibility and technical competencies.
Degree and License Verifications:
We verify degrees and professional designations on candidates’ who become full-time hires or chosen for project engagements.
Background Checks:
We also have the resources to thoroughly screen candidate’s credit, work history and civil/criminal records. This service is only executed by request and typically takes 3-5 business days to complete.
