PrioritySearch Process

Our client-centered PrioritySearch® Process is a highly integrated set of advanced recruiting processes.  From needs assessment and research through to selection, offer and contract, PrioritySearch® is our best guarantee of success.

Planning Phase

A successful search requires defining the context of the position, the position itself, and the criteria for evaluating candidates.

1.       Need Assessment

Only by understanding your business and culture can we find top-notch candidates who will have a positive impact on your business.  We review your existing materials and spend time with the key stakeholders—the hiring manager, HR director, and senior officers—to understand how the open position relates to the client’s business.

2.      Position Profile

McAleer & Associates reviews the job description for the position and specific goals and qualifications for the position.  We develop a profile which is used to describe the position and a compelling introduction to the client for stimulating the interest of potential candidates.

3.      Recruiting Strategy

Once the candidate profile is established, McAleer & Associates develops a recruiting strategy, which includes the target sources for identifying candidates.  Target areas may include:

a)      Special resources or interest groups to be used for networking,

b)      Competitive employer for direct recruitment,

c)      Specialized affiliate search firms,

d)     Internet sites and selective advertising

4.      Interview Planning

McAleer & Associates assists the client in identifying the best people in the organization to conduct the interviews and designing interview questions.

Recruiting Phase

Once planning is complete, McAleer & Associates develops an initial pool of potential candidates, narrows down the pool through various appraisal and evaluation steps, and finally identifies a small number of top candidates for client interviews.

1.       Building the Candidate Pool

McAleer & Associates screens potential candidates for suitability and develops a pool of realistic candidates, based on a history of success in relevant functional areas of industries.  Closer evaluation against the position profile narrows the pool down to a smaller set for screening interviews.

2.      Screening Interviews and Ratings

All realistic candidates for the position are interviewed by McAleer & Associates, in person whenever possible, considering each aspect of the Position Profile.  Each candidate is stepped through our unique, multi-faceted appraisal and evaluation system.  After the screening, McAleer & Associates assigns ratings to candidates on various scales, based on their match with the Position Profile.  Candidates who do not represent the best match are eliminated.

3.      Candidate Presentation

McAleer & Associates presents a list of top candidates, along with each resume and written comparison of the candidate’s strengths and weaknesses, and accomplishments.  We discuss the candidates with the client and the client chooses these candidates for interviewing.

Selection Phase

The Selection Phase of the Priority Search process commences when the leading candidates are identifies.

1.      Employer Interviews

McAleer & Associates schedules the interviews according to the availability of key employer staff and the candidates.  Candidates normally interview several times with different members of the employer staff.  We encourage interviewers to discuss their impressions with us after each interview, so that we can refine the selection criteria.

2.      Reference Checks

According to the wished of the client, McAleer & Associates will check out references.  Some clients prefer to perform this task directly.  McAleer & Associates will provide the client with written summaries of the references.

3.      Final Selection

The client choses the lead candidates who will receive the job offer.  One or two back-up candidates are nurtured by McAleer & Associates in case the lead candidate drops out of the running.

Hiring Phase

The final phase of the Priority Search process, the Hiring Phase, consists of the following steps:

1.       Compensation Negotiation

Throughout the recruitment process McAleer & Associates determines the current compensation level of the candidates and what may be an acceptable range, should an offer by extended.  The client will know the expectations of the candidate early in the process.  McAleer & Associates can serve as an intermediary between the client and candidate to facilitate successful negotiations.

2.      The Offer

McAleer & Associates will partner with the client in developing the employment offer and will then present the offer to the selected candidates, and obtain verbal acceptance.  When the offer is accepted, McAleer will notify the client and facilitate a formal, written offer and acceptance.

3.      Candidate’s Resignation

McAleer & Associates will coach the selected candidate on the resignation process (from his previous employer) to assure a smooth transition and to avert any problems arising from possible counter offers.  McAleer & Associates will contact the client and candidate shortly after the candidates starts the new position and upon the first 30 and 60 days of employment to assess the quality of the match and to offer assistance as may be needed to smooth out any difficulties.

McAleer & Associates brings exceptional value to our clients as demonstrated by two decades of success.  Much of our business involves loyal and satisfied clients that come back to us for additional search engagements.