Client Services
Babb McGrew is focused on meeting a company's cultural and business needs. No preconceived notions or cookie cutter approach - only carefully crafted solutions designed to achieve specific hiring goals and objectives. With a full range of solutions, we give you the flexibility you want at the pace you demand.
Retained Recruitment Solutions.
This is a more customized search process where a percentage of the fee is required to initiate the project. We meet the candidates that are submitted and during this project the candidate will not be submitted to any other client through the duration of the search. Many of our clients utilize this method to hire Director level and above positions.
SCOPE OF SERVICES/APPROACH
a. Facilitate a session (s) to understand all the linkage involved with the role so that we can properly vet an experience and sell the opportunity.
b. Conduct a professional, thorough search of qualified candidates in the field; this includes directly calling/emailing candidates and broadcasting through any indirect means directed by Client.
c. Evaluate candidates through telephone/face to face interviews and reference checks, incorporate any testing/written/other procedures directed by Client. The evaluation will cover education, job history/career moves, technical aptitude, specific challenges they have overcome, people development, management/organizational traits, response to failure, strategic/collaborative mentality, stress profile, market/regulatory/international sensibility and their own written response to “why they’re a fit to the role” (this will also give a glimpse to their written skills). We will also have compensation/relocation/timing/other considerations fully vetted.
d. Forward/email qualified candidates with full write ups/ref checks (when applicable), FTF briefs (when applicable) to appropriate recipients.
e. Navigate/assist in all telephone/FTF interview orchestration with Client team.
f. Advise Client on complete compensation package, including salary/bonus/LTI/relocation/other (COL, spousal job opportunities, schools, etc.) considerations.
g. Assist in the offer negotiation, secure an acceptance/start date, stay in touch with the candidate up until start date and provide on-boarding follow up. Alert candidates that were not selected.
Engagement/Contingency Recruitment Solutions:
This agreement between the client and Babb McGrew is usually utilized for mid-level management positions. We direct our resources to identify/qualify/recruit viable candidates applicable to the client's job requisition. The client is charged a fee to initiate the project for engagement projects, this fee is deducted from the final invoice and billed when the candidate starts, the fee is agreed upon prior to the initiation of the project through a contract/agreement. We will consider some contingency searches that are exclusive.
Relocation Assistance Program.
Hiring talent is only one part of the recruitment process. Babb McGrew provides comprehensive logistics and coordination assistance that can make the relocation of your new hire easy and efficient.
Retention Solutions.
Our commitment does not end when our talent is hired. We stand behind our clients with a commitment to help retain key employees along with the talent you have hired from our partnership. Our experience can be a valuable asset in dissecting possible retention hurdles and creating possible solutions.
Babb McGrew is your Recruitment Solutions Partner. If you're ready to build your business with the right Impact Players, contact us.
External Talent Benchmarking
Talent Management and Succession Planning are important elements of sustained business success and human capital management. Most companies rigorously apply these processes in the context of their current internal bench. Enhance your results by assessing your executives against their peers in the industry. Your succession planning will reflect the best in class - not just the best at hand. And both your Talent Management and Employee Development processes will incorporate this 'best in class’ philosophy. Such benchmarking can often be confirmatory: the company sees clearly that the internal candidate is equal or superior to external talent. That information—as valuable as the knowledge that internal candidates come up short—can prevent the company from taking the internal candidate for granted. Benchmarking ensures that succession is continuous in more than a pro-forma way by keeping the focus on both internal and external candidates and, as the company's needs evolve, reflecting that evolution in the changing cast of candidates, which acts as a hedge against complacency about already having identified a successor.