Certified Minority Business Enterprise (MBE) — Chicago MSDC (NMSDC Regional Affiliate) 2019

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2046 West Belmont Avenue
Chicago, IL 60618
[773] 296-0167

20 Step Executive Search and Selection Process

We have identified 20 crucial steps in the Supply Chain and Manufacturing recruitment and job placement search and selection process. We think it is what sets us apart.

  1. Obtain complete job order including how we can attract candidates from client’s number one competition.
  2. Obtain profile of ideal candidates, providing the option of personality profiling of client’s top performing employees (This composite personality profile may be used for screening candidates).
  3. Consult client on industry compensation standards of what competitors’ compensation profiles are.
  4. Assemble the project team and brief project manager on assignment. Conduct research of marketplace to include client’s direct and indirect competitors. Determine additional companies that employ candidates with desirable skill sets.
  5. Compile list of targeted companies and candidates. Review and revise this list with client.
  6. In-depth telephone interview with candidates to ascertain three things:
    • Do they have appropriate background?
    • Are they willing to change jobs for the right opportunity?
    • Determine if the candidate's career goals will be satisfied by the client’s opportunity (hot buttons).
  7. Conduct a face-to-face interview or video teleconferencing for qualified candidates.
  8. Submit resumes to client and discuss results of in-depth candidate interviews.
  9. Arrange first face-to-face or video teleconferencing interviews with client.
  10. Prepare candidate for first interview including company’s or hiring authority’s interests.
  11. Prepare client for first interview including candidate’s hot buttons.
  12. Debrief candidate and client. Professionally release any candidate the client does not wish to pursue.
  13. Arrange second interview and discuss concerns.
  14. Negotiate package to be offered to ensure satisfaction on both parts.
  15. If desired, provide results of in-depth reference checking to client.
  16. If desired, transmit verbal offer to candidate and relay acceptance of offer to client.
  17. Consult with candidate around resignation, counter-offer and confirm start date.
  18. Remain in contact with candidate and client through start date and initial phase of employment.
  19. Verify with client that project was successfully completed.
  20. Request from the client that they provide a reference letter and be considered a source of reference in the future.

Contact us today to get started.


"CreativeSourcing does a great job in learning the company’s culture and what makes a person successful at the company. They target the search and send top notch talent."
– Director of Human Resources, Tier One Automotive Supplier

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