Supply Chain Consulting Search

Our Candidate Identification Process

  1. Conduct a thorough profile analysis with the hiring manager(s). This includes discussing the position's challenges, as well as past cultural "fits" and "misfits".
  2. Develop a job description, if necessary.
  3. Develop a list of target and "hands off" companies.
  4. Establish target time lines.
  5. Develop a recruiting plan. Candidate Identification
  6. Provide weekly updates to the hiring manager-this is critical to our joint success because even in a recession, "A Players" move quickly. Remember, "Time kills all deals."
  7. We screen all candidates prior to on-site interview with clients. We'll check at least one reference and usually provide clients with a two-page report of the candidate's response to our screening questions.
  8. Coordinate initial interviews between candidates and clients.
  9. We provide clients with a list of recommended interview questions that we do not share with candidates.
  10. Follow-up and debrief clients and candidate to facilitate the next course of action.
  11. Share feedback with each party involved.
  12. If requested, we will advise clients about anticipated offers and assist clients with offer negotiation.
  13. Prepare candidates for giving notice in a way to defend against counter-offers being made.
  14. Follow up with clients to ensure the candidates met client expectations and follow up with candidates to ensure they are satisified with the transition.

Our Recruitment Efforts For Clients Include the Following:

  1. Utilization of our database of professionals in the Material Handling and Supply Chain Consulting industries. We maintain resumes and current contact information for more than 3,100 professionals in the warehouse consulting industry. Of these, 250 are Conveyor Systems Engineers, 270 are sales professionals, 280 are Controls Professionals, 330 are Project Professionals, and about 1,800 are Industrial Engineers or consultants who specialize in the warehousing industry.
  2. Advertisement of available positions in our bi-monthly e-newsletter directed to all professionals in our database.
  3. Advertisement of available positions in DC Velocity. Our goal is to achieve national exposure for available positions, to attract the most qualified candidates. We assume all advertising costs as part of our service to our clients.
  4. Most importantly, unsolicited contact with passive candidates at target companies identified by your organization, particularly candidates who already reside in the target geographic area, to minimize or negate relocation costs.

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