We use a 15 step process to ensure our search is successful and you hire a Tier 1 candidate in a timely manner!

Click the + beside each step to reveal recruiting process details for that step.

Step 1. Needs analysis

  • Define the critical performance success factors required for exceptional performance. This includes SMARTe, measurable performance outcomes incorporated into a performance-based job description.
  • Define the culture of the team, the business unit and employer.
  • Develop the ideal Persona using a 360° structure.
  • Create an EVP (employee value proposition) as a key component for all recruiting messaging.
  • Establish compensation package and ensure competitiveness within the marketplace.
  • Agree on an efficient and effective hiring process, including expected time frames and availability of the hiring team.

Step 2. Agree on search terms

  • Create an agreement between Bradford and our client that’s truly acceptable and beneficial to both parties.

  • Step 3. New Begin candidate sourcing process

  • Develop recruiting messages from EVP for verbal and written communication. This may include emails, job posts, voicemail messages, and live discussions.
  • Target high-value Tier 1 candidates from Bradford’s hospital and healthcare marketplace relationships.
  • Engage candidates and present the EVP and begin to develop trust and interest in the opportunity.
  • Evaluate candidates experience and capability to meet or exceed the performance success factors. This includes completion of a multi-factor Quality of Hire Scorecard.
  • Assess candidate’s suitability for success within the client’s culture, including the business unit and team.
  • Determine candidate’s susceptibility to counter offers.
  • Establish realistic expectations qualified candidates on next steps and timing.

  • Step 4. Present qualified candidate’s to client.

  • Present resume and Quality of Hire Scorecard to client. Discuss candidates with client and select candidates for interviews.
  • Prepare clients for interviews by sharing the candidate’s motivation to change, career goals and strategies for utilizing Performance-based Hiring methods. Includes the use of multi-factor Quality of Hire Scorecard.

  • Step 5. Prepare candidates for interview.

  • Provide candidate the schedule of interviews, names and bio information for the client interview team. When travel is required, communicate all details including expense arrangements.
  • Review client EVP and job opportunity critical performance factors.

  • Step 6. Debrief candidate following interview.

  • Discover candidates interest, fit for meeting career goals, likes, and concerns. This includes how this opportunity ranks in comparison to current employment and other potential job opportunities being pursued.
  • Discuss timing and next steps. Continue engagement as needed.

  • Step 7. Debrief client phone interview.

  • Discuss qualified candidates with clients including job fit, and match with realistic career goals.
  • Review client’s multi-factor Quality of Hire Scorecard evaluation and compare to Bradford’s.
  • Share candidate’s feedback.
  • Determine possible next steps.

  • Step 8. Conduct in-depth reference checks.

  • Conduct reference checks with relevant candidate professional associates utilizing the Performance-based Hiring success-factor profile as the basis for assuring a match.

  • Step 9. Discuss offer details with selected candidate.

  • Review candidates match for the job role and responses from references.
  • Collaborate on an offer to include potential for base compensation, and incentives.
  • Establish strategy for presenting the offer.

  • Step 10. Circle back to the counter offer.

  • Discuss the complete interviewing cycle to date, including interest and fit for the job, match for career goals, and determine the candidate status.
  • Explore the resignation process and the likelihood for a counter offer from the current employer. This includes susceptibility to a counter offer.

  • Step 11. Make verbal job offer.

  • Make the verbal job offer and obtained reaction and interest.
  • Establish time frame for a decision, with preference no later than 24 hours from time of offer.
  • Confirm acceptance and target start date for employment.

  • Step 12. Provide written job offer.

  • Provide written job offer details ONLY after verbal acceptance and establishment of an official start date.
  • Review the written job offer and confirm candidate’s understanding and continued commitment to move forward with acceptance.

  • Step 13. Monitor candidate resignation.

  • If relocation is required, work with client and their moving relocation team to ensure the candidate has access to the most useful and-up to-date relocation information.
  • Discuss time frames that are relevant to beginning employment and/or relocation and continue monitoring for a smooth transition.

  • Step 14. Follow-up with client and candidate for on boarding.

  • Ensure every detail has been covered based on the above process and then affirm that start-date has been established.
  • Ensure candidate fully understands where report to work, and all details relevant to the first day have been clearly communicated.

  • Step 15. Post recruiting process analysis.

  • Review the complete process from beginning to end. This includes things that went smoothly as well as issues that had to be overcome.
  • Establish any process changes from lessons learned for future recruiting.
  • Establish a process and timeline for Bradford follow-up with candidate over first months of employment. This includes providing client with relevant feedback both positive and negative in order to ensure a smooth transition as well as retention.

  • We monitor the recruiting cycle to be sure that both our client and the candidate stay informed and the process moves positively toward acceptance.