The NOVICK GROUP

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Our Process: A Talent Acquisition Strategy

The acquisition of talent goes well beyond matching a person's experience to a job specification. We view each search differently, offering client-driven "customized" solutions to meet our clients needs. The following highlight some of the common elements of all search solutions offered:

Characteristics of the Ideal Candidate, and Where to Find Them: Working with our clients at the beginning of the search, we give the definition of the role a great deal of care, and also focus on the "deliverables" expected for the person filling the position. We also discuss with clients where the best candidates may be, i.e. where are the people that would get the search committee "excited" when those individuals become a candidate. This helps us to prioritize / rank our target lists, but we will also "cast a wide net" and give a great deal of thought to where we can find the best candidates, beyond just the obvious places.

Opportunity Value Proposition: We immerse ourselves into the needs, wants, culture & style of each organization at your company. This learning process enables us to ascertain the "key values" of your company and the "true" reasons that people work for, and more importantly, stay with your organization. We also learn about the exciting aspects of the industry segment, the science / technology, and the team. With this knowledge, we are able to craft and employ a sophisticated pitch outlining the "opportunity value proposition" to be used as a key message in attracting new talent into your organization.

Search Process: We will carefully plan, prioritize, & track our search activities, will drive the process, and do most of the "heavy lifting" so that our clients time is minimized. We will make lots of phone calls and industry contacts, so that our clients do not have to. We will utilize our extensive network, also constantly seeking new people within the industry to talk to. Clients will be presented and will meet only the best candidates. We will never confuse activity with progress.

Candidate Closure: We will stay in very close communication with our candidates, socializing and pre-closing on the important aspects of the opportunity early and often. Important aspects include such things as compensation expectations, location challenges, where the candidates capabilities & skills meet or may fall short on the objectives, position challenges, and any other important elements that are specific to the opportunity. We will strive not to reach closure with only a single candidate seriously under consideration.

Client & Candidate Follow-up: After the deal is done, we monitor the candidates assimilation process with great interest, employing our close working relationships with the client and candidate as needed, in case anything threatens to move off course.

 

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