Kick-off meeting to review company culture, team dynamic, and open positions with Lisanne Markowitz of LGM Consulting Create, review and finalize the job specifications, position description, Candidate criteria check list and calibrate Candidate profiles Client assigns primary point of contact (hiring manager) or HR representative for active involvement and ongoing communication
Candidate sourcing & outreach – in the market to identify and deliver qualified candidates
Internal proprietary database & network
Social networks
Job posting when appropriate
LGM Consulting professional networks
A weekly status report is provided to Client in advance of weekly status call
Presentation of candidates – ongoing process until we find the best suited
Identify qualified Candidates
Interview Candidates for skill set, relevancy, viability, and cultural fit
Present Candidates highlighting Candidate skill set, career history, overall fit, potential call outs, and resume (portfolio when appropriate)
Coordinate candidate projects if assigned by Client
Interviews
LGM Consulting coordinates and manages the interview process unless the Client prefers to take the lead
LGM Consulting provides ongoing feedback and follow up communication with Client and Candidates throughout the interview process
Client response
Feedback regarding Candidate presentations is requested either via email or during weekly status calls to expedite process and to continue to work with a sense of urgency
Reference and Background Checking
LGM Consulting conduct professional references unless Client prefers to take the lead
Candidate On-boarding & Post Placement Process
LGM Consulting assists with the coordination of Candidate on-boarding communication and conducts check ins with client and candidate to ensure placement success and customer satisfaction
