Our Recruiting Process is a Partnership
Once we have engaged in a search, the wheels are set in motion.
This is a detailed process and it can take time. At key steps in the process, feedback is required, from both the candidate and the hiring manager or interviewer. It is vitally important to get the initial impressions and discover what additional questions will need to be answered to move forward.
How much time depends on feedback and response at each step in the process. Our goal is to find a candidate that exceeds your expectations, that truly fits the objectives of the position and the culture of the company.
Unique Features of the Ag 1 Fonte Process
- Our typical Referral document is a 5 – section comprehensive overview comparing the candidate to the objective needs of the position
- Personality / Style assessment
- Performance Profile reflecting skills and characteristics that the candidates express in their own words
- Consultants present candidates in the most transparent manner possible
- Candidate Career counseling
- Strategic industry Affiliated Partners
See Our Recruiting Process
- Hiring Consultation – To find candidates that match the culture and performance objectives of your organization, our consultants need to understand your organization and the position you seek to fill. We will work with you to understand:
The Search – Ag 1 Source will conduct an intensive search process that includes candidate and contact screening, testing, interviewing, and cultural fit analysis to ensure we are finding the most qualified candidates for your organization. Our candidates are highly interested in the position and are qualified to do the job. They are not a group of individuals that think they could be good at it .
Candidate Presentation – Ag 1 Source will present a group of candidates that have completed the screening process, and match well with your needs and expectations. We narrow down the top candidates so you don’t have to.
Selection – We work with you to decide which candidates to interview, and why. We use your feedback to better understand your choices so we can continue the search and fine tune our selection process.
Candidate preparation and presentation – We continue to work with the candidates to ensure they have done their research on your organization, are truly interested in the role, and are ready for the interview. If we feel that candidate interests or qualifications have changed since the opportunity was presented to them, we may discuss with you about pulling the candidate from consideration.
Client preparation and presentation – We help you prepare for each interview by providing you with the strengths, weaknesses, and background information of each candidate. You will be prepared to focus on target areas in the interview, and have the information you need to make an informed choice, and reel in the candidate.
Face to Face interviews – Ag 1 Source will help you implement your candidate interview process including scheduling, pre-work (if required), and documentation.
Candidate Follow-up – Ag 1 Source contacts the candidate within 30 minutes or as soon as possible after the interview to evaluate their thoughts and opinions on your organization, the interviewer, the position, and their desire to get an offer, and what it should be.
Client Follow-up – Ag 1 Source will contact the client within 60 minutes of the interview to review the features, benefits, accomplishments, and potential of the candidate.
Additional Background Info – Although Ag 1 Source provides reference comments and information for each candidate as part of the initial presentation, additional information may be required due to the complexity of the role, or questions resulting from the interview process.
Final interview – Ag 1 Source will assist you in preparing for a second round of interviews and introduction to other decision makers in your organization.
The Offer – Ag 1 Source will assist you in building an offer that meets the expectations of your company and the candidate, and will facilitate any negotiations (if necessary) to keep spirits high and, get the employee on-board as efficiently as possible.
Candidate Resignation – Counseling is provided to each candidate to confirm commitment to your organization and avoid costly counter-offers in the resignation process.
Relocation – If relocation is involved, we continue to work with the candidate to ensure the relocation and transition are going smoothly for both the employee and any family members.
Onboarding follow up – The first 4 weeks are the most critical for a new employee. We maintain critical interaction with both the candidate and the employer to ensure that everyone is happy, expectations are being met, and success is clearly on the horizon.
- - History – The history of your company and the history of this position.
- - Current Situation – The objectives of this role.
- - Needs – Why the position is available, and what you would like to see changed with the new hire?
- - Strategic direction – The goals of your organization, and the short/long term expectations of this role?
- - Best Fit – Types of employees that are most successful in your organization, and the skills/experiences that would be an asset to your organization?
See a Sample Referral Document
L' Ag 1 Source Referral is a unique 5 – section comprehensive overview of each candidate that our Recruiting Consultants have chosen to recommend for consideration.
Cover Letter - A brief summary highlighting a candidate’s key points – (see example)
Profilo prestazioni - Candidates answer your questions in their own words – (see example)
Resume - Provided by the candidate and reviewed for content and accuracy – (see format)
Personality Profile - A visual diagram – summary page based on the Personality Style Recognition
References - A summary of notes taken from interviewed references – (see example)