Lovell & Associates Inc

Methodology for Identifying Qualified Candidates

Finding highly qualified candidates is more difficult than ever before. Every search we conduct is unique and poses a variety of challenges for our recruiting associates. As recruiting professionals with a broad range of experience and expertise we are able to apply innovative techniques to finding strong candidates.

Lovell & Associates Inc. follows a strategic approach with a focused team being assigned to each search.

Search Assignment:
In order to conduct our search we must have a full understanding of the position, the company and the key players in that particular department. This is established by an initial client visit and continuous follow-up as we progress through the search. In addition we offer a Search Navigator, which is a tool to identify unique attributes of the specific search assignment.

Research and Development:
A recruiting program is compiled focusing on identifying competitors or related companies within our client's industry.

Through direct recruiting, referrals and networking, we contact potential candidates until we develop a qualified short list.

(It has been our experience that ads or agencies that advertise, tend to yield the best of the unemployed, unhappy and unqualified. As a result, Lovell & Associates Inc. does not advertise.)

Database Search:
Our computerized database has been developed since 1988 and is an additional source for both identifying candidates, and networking.

Applicant Processing
Potential candidates are submitted to a five-step qualification process:

Step 1: We approach potential candidates confidentially using a professional presentation. Our client's name is never released at this time. Interested candidates are qualified over the phone to determine suitability for the job.

Step 2: A resume is sent to our office to allow us to gain a more intelligent understanding of the candidate's formal background.

Step 3: All candidates are required to complete our "Self Evaluation Form"

Step 4: If the candidate is suitable for the position a meeting is scheduled in our office. This meeting, which takes approximately one hour, focuses on learning the candidate's accomplishments, career progression and personal motivation as opposed to his or her day-to-day activities. Only at this time, if a candidate is deemed suitable, is the name of our client released.

Step 5: In order to verify our interpretation of an individual's background and progression, one reference check is completed for each candidate prior to the interview with our client.

Scheduling Interviews:
After we have completed the five-step process, we will evaluate and short-list the top 2 or 3 candidates. These candidates are then verbally presented to our client. Based on this presentation, an interview is scheduled. The resume will be faxed once this time has been set.

Interview Follow-up:
After every interview, the candidate contacts our office immediately with feedback. We go through extensive questioning to establish their impressions, interest level, and overall enthusiasm for the job and company. We then speak with our client to get feedback and share the candidate's impressions. This information provided by both parties allows us to identify areas of concern and keep the process streamlined.

References
All candidates that are represented by our company are extensively referenced. Our Reference Report has been developed using a "Client Survey" and from the material of some of North America's top recruiters. The Report focuses on such things as the candidate's technical ability, work habits and interaction with co-workers and/or customers. Additional questions (re: specific skills needed, or in question) can be added upon request of the client.

References provided by the candidate are verified to be work related and we generally target 1-2 previous supervisors. We provide one reference check prior to the candidate's first interview, with generally two additional references as the process continues. Clients are encouraged to verify the information provided in references.

Offer Preparation:
Once the final interview takes place, we will establish exactly what it will take to have our candidate accept an offer from our client. We will NOT allow a formal offer to be prepared unless we are certain it will be accepted.

Placement Follow-up:
After the candidate has been hired, we will continue to follow-up with both our client and the candidate for the term of the guarantee and beyond. This helps to keep all parties informed of the satisfaction of choices made and allows for any concerns to be addressed early.

Account Reporting/Tracking
Verbal updates regarding the progress of a search are given on a weekly basis.

Client Cooperation
As explained, our recruiting and evaluation process is very extensive. In order for this to be a successful relationship between the client and our firm the following cooperation is necessary:

To ensure commitment from both parties on a search assignment, we expect exclusivity for a mutually agreed time period

Interview times must be given prior to a resume being faxed

Immediate feedback must be given following an interview

Open and honest communication lines must exist - example: if a candidate is ruled out, we must know why to allow us to refine our search and to keep our candidates completely informed

Success Stories
Client reference letters speak volumes about our business relationships and success. These letters are available for review in a client visit.

ACSESS Membership

Lovell & Associates Inc. is a member of the Association of Canadian Search, Employment & Staffing Services (ACSESS). We hold the Code of Ethics of this Association in high regard. Some basic principles we uphold include, not recruiting candidates from a client company and providing complete and accurate information on a candidate's background. Confidentiality is also key in our approach to recruiting. We will not initiate activity that may jeopardize an individual's or a client's professional situation.

www.acsess.org