Tison approach to working with the Hiring Manager is simple and
proven. Our goal is to help the hiring manager identify, attract,
qualify and sign the top candidates in the least amount of time
necessary. At Williams Tison, our commitment to the hiring manager
is that we promise not to waste your time.
Meeting Face to Face with the
Hiring Manager. This is a very
important step in the Williams Tison Process. We want to find
out what makes the hiring manager “tick”. We will
ask the hiring manager questions regarding his / her management
style, expectations, company culture, position compensation,
etc. Then, along with input from the hiring manager, an interview
process will be developed from start to finish.
Prospecting for Qualified Candidates.
After gaining an understanding of the hiring
manager’s expectations with regards to candidate specifications,
Williams Tison will begin the prospecting phase of the search.
Typically, qualified candidates are generated from the Williams
Tison proprietary database and network of contacts. At Williams
Tison, don’t expect us to be searching various job boards.
In our opinion, many of the best candidates never post their
resumes to these boards.
Working Through the Candidate Identification
and Qualification Process. Once candidates have
been identified and qualified, Williams Tison will set face
to face meetings with potential candidates. At Williams Tison,
we feel that the resume only tells part of the story. These
face to face meetings are important because you get a sense
of the candidates’ presence, polish and personality. Once
a candidate is deemed qualified, we will ask in depth questions
regarding the resume. These questions are intended to look for
possible red flags in job history, reasons for decisions made
(good or bad), job performance (percentage of quota, earnings
history, etc.) and questions regarding the intangibles.
Setting Interviews with the Hiring Manager.
Once the candidate list has been narrowed, resumes will be forwarded
to the Hiring Manager. Interview times will then be facilitated
between the hiring manager and the candidate. Typically, these
initial interviews are by telephone or in person.
Gaining and Providing Feedback
After Interviews. After interviews, Williams
Tison will review feedback from the hiring manager and the candidate.
This feedback is valuable to the candidate, the hiring manager
and to Williams Tison. Moving forward, all parties benefit from
the interview feedback.
Setting Up Further Interviews Throughout
the Process. As the hiring manager moves forward
with favorable candidates, Williams Tison helps with “temperature
reading” or gauging the interest of both parties involved.
As the process moves to closure, Williams Tison will at times
be involved in compensation negotiation, reference checks, background
information and communicating offers.
Hiring Manager and Candidate 30 Day Follow-up.
At Williams Tison, we strive to be a long-term
valued partner to the Hiring Manager and Candidate. During the
first 30 days of employment we will be in contact with, and
available to, both the hiring manager and the new hire to ensure
that the transition is a smooth one for all.