Pinnacle’s Recruiting Lifecycle Process:

Hiring the wrong person, either for contract or permanent employment, can have significant negative financial impact on your business. Studies have shown that the wrong hire can result in as much as 4x salary in lost opportunity costs. Having a comprehensive screening and recruiting lifecycle process will help avoid these situations by finding the right fit to any job requirement.

Pinnacle is always searching and building relationships with the best technology professionals. This is our core competency and what we do best. Our recruiters understand our consultants and candidates; we hang out where they do and are in constant contact with them.

Pinnacle’s Recruiting Lifecycle Process is a comprehensive 5 step process to ensure a successful hire.

Requirements Gathering
Meet with the hiring authority to perform the following:

• Define job specifications and scope of responsibilities
• Identify the key skills that will make the candidate successful
• Define organizational goals and objectives
• Define performance expectations and critical success factors
• Define key policy and procedures of the organization that could impact hiring process

• A job benchmark to ensure the best fit candidates are presented
• A communications plan to ensure the search engagement stays on track
• A job order fulfillment plan that will provide overall management to the search engagement and track deliverables

• Source potential candidates using proprietary database, professional and social networks, partners, referrals and other tradition sources
• Develop a short list of candidates through a comprehensive screen process that assesses behavioral, technical, methodology and soft skills
• Review the short list of candidates with hiring manager
• Schedule candidate interviews with the hiring manager
• Assess appropriateness of the candidates with the hiring manger and realign search if necessary
• Assist with the candidate selection process

• Verify credentials of selected candidate
• Conduct background and reference checking of selected candidate
• Facilitate clear and concise communications regarding offers and organizational policy to selected candidate
• Handle offer negotiations
• Handle hiring documentation and ensure employment law compliance
• Provide candidate with clear and concise communications regarding client and agency contacts

• Conduct start day check-in, second day check-in and second week check-in to ensure smooth on-boarding
• Address any issues related to consultant engagement
• Conduct monthly progress and performance reviews for consultant engagements
• Assess recruiting process for lessons learned and develop a future search pipeline