Dermatology and Aesthetics Recruitment Process
As a leading dermatology and aesthetics recruiting firm, we have continued to refine our recruiting process to help attract the top specialists in the industry. We have used this recruiting process for over 1000 search projects since our beginning.
Obtain Search Requirements
- In-depth discussion with hiring manager on the ideal candidate profile and experience
- Identify target market niches for prospective candidates
- Confirm candidate compensation range
- Obtain compelling information on client’s opportunity
- Review interview process and schedule project timeline
Assemble a Recruiting Team
- Bill Gordon, Lead Recruiter and central-point-of contact
- Additional recruiting personnel as need, with attention to recruiter’s specialization
- Research and administrative team determined
Research
- Candidate profile, experience, and other client requirements are shared with Research
- Target markets for prospective candidates discussed and fine-tuned
- New candidates identified to supplement existing database of contacts
Direct Recruit
- Targeted Email campaigned launched
- Targeted Phone campaigned launched
- Extensive screening of candidate, usually over 3 phones calls and 45-60 minutes
- Interested candidate pool is narrowed to 3-5 of the most qualified, most motivated prospects
- Candidate resume submitted, often with comprehensive notes if information not on resume
Orchestrate Interview Process
- Candidate and client availability determined
- Schedule created
- Candidate and hiring manager prepped
- Interview
- Debrief candidate (interest, concerns, timing, compensation, other opportunities)
- Debrief hiring manager (positives, negatives, next steps)
Reference Checks and Present Offer
- Reference checks completed
- Check with candidate prior to offer to confirm interest, compensation requirements
- Confirm any candidate requirements with the hiring manager
- Present offer/offer acceptance (take lead on answering questions from either side)
- Counsel candidate of the pitfalls of accepting a counter-offer from current employer
Placement and Follow-up
- Counsel the placed employee on resigning from his/her employer
- Confirm the commence of employment
- Regular follow-up with candidate and hiring manager to confirm mutual satisfaction
