Technical Employment Services, Inc. (TES) exercises due-diligence and the highest levels of professionalism throughout the entire search process.  Our distinctive process has been carefully developed and constantly refined since TES began operations in 1981. The process is designed to provide TES recruiting and research staff with a structured and proven method to ensure that they meet the client’s specific needs with the best qualified professionals available.

1. The TES search process begins with an in-depth analysis of our client’s needs and expectations. It is critical that our understanding of the opportunity mirrors that of our client. Without this level of mutual understanding it will be impossible for TES to conduct a successful surgical recruiting effort.  In order to achieve this understanding, TES consultants must ask clients a number of very detailed questions.  We will work closely with the client in order to evaluate and understand the opportunity in question. Through these interactions the “TES Opportunity Specifications” document is created.  This document clearly defines our key responsibilities, timeline and goals. 

Time spent at this stage properly defining and detailing the client’s needs, combined with our expertise and diligence, will allow us to locate and attract the best talent in the marketplace.

At the culmination of this stage, both the client and TES will sign off to approve the final version of the “TES Opportunity Specifications” document.   

2. Once the “TES Opportunity Specifications” are developed, we begin work on the “TES Original Sourcing List”.  The process of developing the “TES Original Sourcing List” of potential viable candidates usually begins by casting a very wide net. Numerous internet sites, professional journals, competitors’ personnel information, alumni associations, network referrals, advertisements, industry recommendations and finally proprietary TES data files and confidential TES network resources, are accessed in order to create the “TES Original Sourcing List”. The TES Research Department, TES Representative(s) assigned and the client must sign-off on the “TES Original Sourcing List”, before the candidates are contacted. Usually the “TES Original Sourcing List” includes anywhere from 100 to 200 candidates.

3. When the “TES Original Sourcing List” is identified and approved, the active recruiting process begins. Initially each candidate is confidentially contacted through recruiting calls and / or introductory letters. During this initial phase, candidates are screened based upon a series of questions developed from the “TES Opportunity Specifications” document. Numerous first stage knock-out factors are used to eliminate unqualified or unmotivated candidates. Common knock-out factors include; no compelling reason to leave current employer, unwilling to relocate, unreasonable and entrenched salary expectations, etc. This first cut usually reduces the candidate population to between 25 and 40.

4. The second phase of the active recruiting process involves confidential screening interviews. A detailed set of questions, behavioral and objective, derived from the “TES Opportunity Specifications” document, are utilized to identify viable candidates. By the end of this second phase the candidate population is usually reduced to between 8 and 15 realistic possibilities.

5. This group of candidates is screened again with further criteria and questions. In-depth reference checks, personality testing, company cultural considerations, career and personal candidate goals in relation to client expectations, and many other criteria are considered.

6. Finally, TES will refer 2 to 4 of the best qualified and genuinely interested candidates available, for your review. A portfolio for each candidate will be provided to you that includes; (a) a copy of “TES Opportunity Specifications” document, (b) an updated resume of the candidate, (c) a selected collection of the candidate’s achievements related to the opportunity, (d) TES candidate interview notes and insights, (e) reference checks and, (f) TES psychological and behavioral evaluations.

7. We work with you every step of the way.  At every stage, we will keep you informed as to the candidates’ needs and desires. We will furnish you with weekly updates on our progress that includes items such as; numbers of candidates contacted, screened, interviewed, referred, etc. During the final client interview stages, we will help remove any obstacles such as travel arrangements, coordinating times, accommodations, etc.

8. When you identify the right candidate, we will follow up on subsequent issues. We will manage, negotiate, and present offers on your behalf. No offer will be presented unless acceptance is assured.

9. We will walk the selected candidate through the resignation process and make sure she/he starts work on a timely basis. Once started, we will follow through during the early employment phase to overcome any naturally occurring obstacles involved in starting a new job, such as relocation, acclimation to a new work environment and new community, family issues, etc.  Again, we will keep you posted every step of the way.

Projected Schedule from date TES Contract is paid and approved;

• Portfolios of final candidates presented to client: 4 to 6 weeks
• Final interviews and negotiations: 6 to 8 weeks
• Newly recruited employee start date: 9th Week

Note: The above items are intended to describe the TES Retained Search process. For Contingency Searches the process will vary depending upon the position, client needs and other factors that may be negotiated.