Information
The Recruitment process as executed by the Garms Group, is a highly structured and very thorough exercise conducted in a highly professional manner. The key steps in the process include:
Initiation 
As the first step in any assignment, we review our client's company history and particular industry segment. Through consultation with our client, we develop an understanding of the organizational culture, define the job, and describe the specific criteria for the position to be filled.
Definition
After the personal and professional qualifications of the position are identified, we prepare a comprehensive job description for our client's review. Upon our client's approval, the description is used to communicate the scope of the opportunity to our staff and to prospective candidates.
Strategy
Given the assignment parameters, we determine that strategy most capable of producing appropriately skilled candidates who will fit not only the requirements of the position, but also the company culture.
Research
We identify all sources likely to generate potential candidates. These include target companies, industry leaders, and our own database. Our in-depth knowledge of the vertical high technology industries in which we specialize enables us to cultivate leads that might otherwise be too difficult or time consuming to identify. The result is an extensive list of candidates highly qualified for the position.
Interviews
We conduct personal interviews with those prospects who appear to be best suited for the position in order to evaluate their qualifications, motivation factors, compatibility with our client's culture, and level of interest in the opportunity.
Selection
From the interview process, a small handful of candidates are chosen for presentation to our client. Presentations take the form of detailed reports about the candidate's current position and responsibilities, and our appraisal of the individual's ability to fit into the organization's culture. Our client can then select candidates for personal interviews.
Personality
Assessments
It is recommended that personality assessments be completed for the top candidates for the job. Research has shown that the hiring success rate can be increased by as much as 50%, when measured by performance, stability, and job morale.
References
A list is determined and both our client and candidate express solid interest, we construct a reference check in order to verify the impressions gained during the interview process. The references are asked to comment on the candidate's professional and personal achievements and characteristics.
Negotiation
We work closely with both our client and candidate to design a compensation package calculated to satisfy all parties. As outside consultants, we provide an objective perspective to mediate elements of the formal offer which could have bearing on final acceptance.
Follow-up
Our involvement with a search assignment does not
end when a candidate accepts the client's offer. We remain available to
assist the new employee and his/her family with the transition to the
client's location. We can be of assistance in resolving any concerns
which may develop during the first months of the new association.