The Process

The state-of-the-art alternative for all your recruiting needs!

For every hiring challenge, there are different ways of going about finding and hiring qualified candidates. TG & Associates’ Customized Recruiting Services differs from the majority of traditional recruiting models which focus on merely finding candidates and turning them over to the business owner to evaluate and make the decision on hiring. TG & Associates uses a disciplined 13-step  staffing process to hiring Grade AA eggs and incorporates robust assessment tools to not only find but fully qualify candidates to ensure that they have the skills, intelligence, experience and behaviors that specifically match your needs.

When you partner with TG & Associates you will be introduced only to candidates that have been thoroughly tested, screened, scored and ranked based on the candidate’s match to your requirements. You are not giving up control of the hiring decision, but you are letting our experts conduct the hiring process, thereby freeing up your time and resources to focus on your business strategy.

Once you express interest in the TG & Associates' Customized Recruiting Services, we will prepare a proposal to define the effort that includes this description of our model, a fee schedule so that the costs are understood. We will also give you additional information to help you evaluate the process and a proposed agreement. Because there is an early investment in developing the posting for the position and in placing the posting on the job boards, we will require you to provide a deposit with the signed agreement.

Once the agreement is signed, the hiring process is immediately initiated. There are really two distinct phases in the hiring process. Phase I deals with discovery and the posting of the ads to the job boards. Much of this phase is highly interactive between our staff and you to ensure the efficiency and the accuracy of the recruiting effort. Phase II defines the activities that take place once applicants begin to respond to the posting.

Phase I: Discovery

Assess Recruiting Needs
You will be asked to complete a Recruiting Assessment Questionnaire. This recruiting questionnaire is designed to gather necessary information about the company, its policies and procedures, the benefits offered and the responsibilities and duties of the position being sought. This initial questionnaire is then reviewed by us and discussed with you to ensure full understanding of the recruiting requirements. The additional company information is essential to define, accurately profile and market the position(s). This assessment is a required action that must be completed before conducting any further recruiting services.

Define the Person
A Human Job Analysis form is completed jointly by you and other company key personnel to define the “ideal” human behavioral characteristics of the particular job function. Our personnel will assist in evaluating and clarifying the questionnaire responses. Once a profile of the personality required for the position is agreed upon, it becomes one of the criteria to which future candidates interested in the role will be compared. In addition, we recommend that the position supervisor and other key personnel complete a personality profile assessment as part of this start up process. These profiles and the Human Job Analysis together will be invaluable in evaluating the fit of prospective candidates.

Review and/or Develop Customized Job Description
The job description is essential to clarify the roles and responsibilities of the position. It identifies the nature of the job and requisite qualifications. It provides the basis for evaluating the candidates and also helps the candidate evaluate the position. We will review the job information in the Recruiting Assessment Questionnaire and evaluate the accuracy of the existing job description. If a proper job description does not exist, one will be developed for the position.

Design and Conduct Classified Ad Campaign
We will conduct a customized ad campaign designed to appeal to and attract qualified candidates. In addition to creating the classified ad, we will develop a set of resume prescreening questions specific to the position to decrease the time spent evaluating resumes that do not qualify for further processing. Ads will be placed on Monster.com, CareerBuilder.com, Job.com, and on TG Associates' job board. If available in your location, we will also post the ad to Craigslist.org.

We will also research additional placement options for the ad including other internet websites and local newspapers. All classified ads will be linked to our state-of-the-art applicant tracking system. The prescreening questions are integrated into the application process and automated response notifications are generated for the applicants. Our applicant tracking system facilitates communication with the applicants and the hiring manager and also ensures that applicants are treated courteously and are kept informed of the progress of the hiring activities.

Phase II: Candidate Evaluation Activities

Analyze Resumes and Prospect Pool
We will read and evaluate all resumes relative to the established recruiting criteria and the job description. Our objective assessment eliminates the temptation to settle for a "bad hire." We also monitor that the campaign is attracting the targeted pool of applicants. Only qualified resumes that pass this review will be identified for prescreening. Resumes can be scored in the applicant tracking system and the status of the applicants is documented throughout the entire process

Prescreen Prospective Candidates
Prescreening is a two-step process. Candidates who submitted resumes will have completed the questionnaire that was developed during the Phase I and incorporated into the application sequence. If the resume and questionnaire are reviewed and found acceptable, we will follow up with a personal telephonic contact. This telephonic prescreening is used to further reduce the applicant pool to those who are qualified. We will use job-specific prescreening questions to ensure that applicants moving further through the process warrant the added costs and efforts.

Test Suitable Candidates
To ensure that candidates meet further requirements for the position, additional testing will be conducted as required for the position. Tests to evaluate math, verbal, logic competency will be evaluated through online assessments which will quickly evaluate the applicant against minimum acceptable scores for the position. If it is determined that the candidate meets or exceeds the established requirements for the position, further testing will be conducted. A separate Testing and Assessment Fee Schedule lists the additional testing and assessments that may be conducted and the fees associated with each.

Candidate Summary
We will provide a package containing all information gathered during the screening and testing. This will include the resume and prescreening questionnaire forwarded from our applicant tracking system, results of all tests and assessments conducted, a summary of the discussions during the prescreening calls, interviews and reference checking.

Reference Check
We confirm performance history and exposes red flags (negative comments, reasons for termination, inconsistent or inaccurate information, etc.). Our process also reduces your exposure to "negligent recruiting." This step is critical to further eliminate undesirable candidates. We will contact at least three to five professional references for every applicant who is considered a viable candidate by the hiring manager(s).

Interview
If you request it, we will conduct a structured in-depth telephone interview with qualified candidates. The candidate will be asked to answer EEOC and ADA compliant interview questions. These questions are customized and job specific. They are designed to identify relevant work experience, attitudes, cultural concerns, and educational background. This is also an opportunity for candidates to ask questions about the position and the hiring company.

Structured Interview by Hiring Manager
Once we have provided you all the information gathered, we will recommend that a structured interview be scheduled quickly. We recommend that a direct report or a peer in the same department also interview the candidate(s). This gives your team an opportunity to meet the candidate and the candidate an opportunity to evaluate your team. We will assist you to ensure that you and your staff are prepared to conduct a structured and compliant interview. Additionally, profile based behavioral interview questions can be provided to assist you with the on-site interview.

Consultation and Candidate Recommendation
After your on-site interview is completed, we will discuss the results with you and make hiring recommendations. If a qualified candidate is selected, a formal offer could be extended at this time, pending a background check.

Background Check
Once a final candidate is selected, a background check can and should be conducted if you choose. This step is highly recommended to avoid future liability of negligent recruiting. This step proves you have made every effort to investigate a person's background to help reduce your company’s business risk and liability. A job offer may be given contingent on the results of the background check.

Inform Non-Selected Candidates
We will provide professional courtesy and closure by contacting the candidates who were reviewed, prescreened, or interviewed but not selected. We will inform them via written communication from our applicant tracking system of the decision and thank them for their time and effort in the application process.