Elements of a Successful Search

Working successfully with SSP requires an authentic partnership, and we feel it is essential to clarify the expectations and responsibilities of everyone involved.

Clear communication is key throughout this process if we are going to be successful in finding your business the optimal new team member.

Your situation

You are in need of a new hire. Even though this is a small part of your day, it is an essential hire because having this role empty is costing your business time, money, and potentially over-working the rest of the team.

Our role

We truly appreciate this problem you are dealing with and will work as effectively and quickly as possible to solve it for you. We can take this responsibility off your plate, and you can expect to experience the best possible results.

Are you ready to partner with us on this shared goal? Then keep reading!

Your expectations

You can expect us to go through a highly-detailed and extensive process of reaching out to a plethora (usually 40-100) potential candidates.

We will reach out to each of them multiple times through multiple avenues. From there, we will narrow it down and do further, more detailed screening.

Finally, we will submit you candidates that have been screened against the criteria discussed. At this point, your approval for an interview will be requested. We will continue the process, assisting you through the interview, offer, and acceptance stage.

By the time you receive the candidates, we will have spent extensive time with these individuals. We will never send you people just to fill a quota; this is about quality, not quantity.

Our expectations

In order for us to execute on this plan and solve this problem for you, there is a process that must be followed. Once we have agreed upon the foundational elements noted above, there are some additional things we will need from you:

Preparation

At the inception of your search, we ask that your offer letter and package are prepared, finalized, and ready to go.

Commitment

You should be prepared to hold telephone interviews (at minimum) within one week of candidates being submitted.

Access

Our firm should be granted direct access to the hiring authority, to avoid any potential miscommunications and time inefficiencies that are inevitable when a middleman is involved.

Responsiveness

Each party will agree to respond to phone calls, emails, and text messages within 24 hours of receipt.

2-minute Conversation

If we send you a candidate, it is because, in our professional opinion, they are qualified for an interview - even if they do not pop on paper. We ask that you do not screen them out without a 2-minute conversation to discuss why they have been presented to you. Right now, the talent pool is too small to be screening out on paper.

Course Correction

During this process, things within your organization will inevitably change. This may be with scheduling, search parameters, or perhaps with an additional or internal candidate. When something changes, sometimes we require a course correction. We may need to have hard conversations, but the ultimate goal will continue to be successfully filling your opening. It is essential that we maintain an open dialogue throughout this entire process, so that we have the ability and opportunity to pivot if required.