While Lupton Partners offers both contingent and retained search, along with direct hire and contract staffing methods to on-board employees, our recruiting process looks much the same for each search. It is the perfect blend of attracting & vetting talent.
Different searches require different approaches. The first step in our process is a complete understanding of the client's needs and the purpose of the role. We start with an in-depth discussion about the search to ensure we are on point. Even with roles that we have recruited for many times, each instance has unique aspects, each client is different and even companies we are familiar with change.
We work in three ways - Contingent Recruiting, Retained Recruiting or contract-to-hire staffing. While the recruiting structure may differ from search to search for any number of reasons, the candidate sourcing and recruiting process is nearly identical.
We take an all means possible approach to sourcing new talent across the sectors we work in. this includes more well known assets in social media and job boards, we also utilize with new automation tools and AI and "big data" to source harder to connect with talent. However, even with all of the new technology in the candidate recruiting arena old fashioned relationship development, phone calls, and an ever growing contact list still provide a lot of success.
After sourcing potential candidates for your open position, the vetting begins. We pride ourselves in a high candidate submission to interview ratio, which ultimately leads to successful completion of your search. We match the background, skills & experience level using our direct industry knowledge and deeper lines of questioning. At this stage, if you are a talent optimization client, we will plug the candidate in to see how they fit with the team or company dynamic.
When we provide candidates for your search, we provide as much background and information as possible. While this obviously may include a resume (we don't require this however), we include notes from our conversations with the candidates, why we think they are someone to pursue and relevant compensation information to make sure we are on target from the beginning.
In today's hyper competitive recruiting environment the emphasis must be placed on the candidates needs, and understanding where they stand in the process and how that changes each day. Outside pressures, changes with their current employer and many other things can shift. We constantly communicate with our clients to be aware of these changes. We also have discussions about counter-offer from day one. They are a reality and while we do not engage tactics to talk candidates out of this, we work to gauge the possibility before it happens.