The Connors Approach

Utilizing six phases to acquire the top talent:

1. Requirements Definition

You will meet with us so we can develop a detailed understanding of your requirements for the position. This includes “soft” requirements such as consideration to company style and culture.

2. Candidate Search

A multi-point search process is used to develop a roster of preliminary candidates for you. This incorporates:

  • Access to our large network of passive candidates
  • Leverage of our connections to industry-specific colleagues who identify candidates and validate their skills (we do not use the internet to recruit….ever)
  • Close-knit relationships: the majority of candidates come from professional references by business associates or they are individuals with whom we have personal experience
  • Seasoned recruiters at The Connors Group who are constantly “mining” their resources
  • An in-house research department that generates additional candidate leads based on targeted search criteria
  • Timely involvement of our staff to optimize their effectiveness for you

3. Candidate Qualification

You will only be asked to engage with candidates who we know are a good fit by:

  • Interviewing candidates to pre-qualify them for a position’s requirement
  • Taking into account the style and culture of your organization
  • Vetting references as private queries within our professional networks
  • Providing additional pre-screening activities such as background and credit checks before interviewing, as needed

4. Interview Management

The Connors Group will manage the interview process for you by:

  • Scheduling any interview activity you require
  • Using your feedback to hone our selection criteria
  • Continually refining our application of your needs until we have found a candidate of your choice

5. Closing the Deal

After we’ve found the right candidate, then we close the deal with:

  • Assisting clients to construct offer scenarios that are reasonable and effective in attracting the candidate of their choice
  • Determining the candidate’s real compensation requirements as well as any special considerations that should be taken into account such as planned vacations or notice requirements
  • Formal reference checks which include soliciting the reference’s opinion of a candidate’s potential effectiveness in the new role

6. Post-hire Follow-up

To ensure the effectiveness of the on-boarding process, we maintain regular contact with both the hiring manager and the candidate. We will validate that we have met your expectations.

Learn more about how we can provide you invaluable searches and consulting for your IT team.

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