Kenneth, Nicholas & Associates was founded in 1981 with the goal of providing the best in search and placement consultation within the sales and marketing fields. We have developed relationships with consumer product, foodservice, lab products and medical related industries. Our competency in recruiting nationally, our refined data base and participation in national trade shows have contributed to our ability to serve a broader range of our clients' needs.
Over the last 10 years, Kenneth, Nicholas & Associates has added additional practices that cater to human resources and distribution/logistics personnel. Our success is the result of creating partnerships with our clients. More than being just an external recruiting source, we strive to become a valuable extension of your company's human resources department.
Our team of veteran consultants have the necessary experience to understand your needs and the professional savvy to identify and relate to the best prospects in your industry.
Over the years, Kenneth, Nicholas & Associates has gained the respect of top professionals in your field. It is this respect coupled with a thorough understanding of your company's needs, that enables us to secure the best possible candidates for your positions.
Give us an opportunity to orchestrate a search effort that collaborates the efforts of Kenneth, Nicholas & Associates and our national network of affiliates.
1) We will meet with you or conduct over the phone, a detailed analysis of your needs. From this analysis, we will gain vital information about your company, the position/growth opportunities, and your expectations regarding the candidate. We will define specific environments the candidate can come from and how to sell a potential candidate on your opportunity.
2) Once our initial analysis is complete, we will draft a document that communicates our understanding of the opportunity "the model". We will include information that was gained in our initial conversation plus a list of companies to recruit from. In order to move ahead, we must have our search agreement signed.
3) In our research phase, we will:
- Contact candidates from the agreed upon target companies.
- We will thoroughly go through our company data base to identify candidates and possible referring sources.
- We will identify similar searches and analyze the activities of the searches. These activities may provide additional leads to locate talent.
- Although the above combined efforts should produce an adequate short list of qualified candidates, we may do some discrete internet recruitment.
4) Once the research phase has been completed, we should have compiled a detailed list of targeted candidates.
5) During the recruitment phase, we contact the targeted candidates to screen them as per their qualifications, interest level and current compensation.
6) After the first week of the search phase, we schedule a feed-back session to go over the success of the search model, reactions of candidates, etc. At the time, we may suggest modifications to enhance the further success of the search. During each subsequent week, we will schedule sessions to further discuss our progress.
7) Once the search phase is complete, interviews will be scheduled to more closely evaluate interpersonal skills, business skills and overall general fit as per our client's culture. Our objective is to create a short list of 3 to 4 candidates that best embody our client's requirements.
8) After we have completed our interviewing phase, we will execute a thorough reference check that is consistent with our client's objectives.
9) Prior to having our client company interview our selection of finalist candidates, we will prepare each candidate for the interview process. The candidate will be thoroughly briefed on your company, the position you have available, your culture and we will encourage them to do independent research to enhance their sensitivity to your organization.
10) After the first round of interviews, we will debrief both our client company and the candidates interviewed. Our client's reaction to specific candidates brings into focus our client's true requirements. This information is vital if additional candidates need to be recruited. From our client candidate, we hope to learn about their reaction to our client company's opportunity. From this information, we may guide our client company to re-tool its interviewing process. This can result in our client learning how to better communicate the features and benefits of their opportunity.
11) Once our client has made a decision to hire one of our candidates, we coach and counsel our client company on:
- The best method to deliver an offer - and
- Guidance regarding the package that needs to be offered to motivate an acceptance.