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January 17, 2012

The Travis Process

Learning About You
We want to communicate your passion and excitement when we talk to candidates, so we begin by learning about you and your business. During our first meeting, we will meet with you and other key people at your company who will be involved in the recruiting process.

Armed with in-depth knowledge your business, we strive to sell opportunities to prospective candidates as well as you would yourself, and to provide deep and meaningful assessment of candidates.

Specification Development
During the initial meeting we discuss details of the target position and what you are looking for in candidates. We then draft a detailed position description and candidate specification based on your input. We work with you to ensure that key stakeholders at your company agree on the specification before we begin the search.

Candidate Recruiting
We identify target companies and individuals who may be candidates or sources of candidates. This is accomplished through original research, networking with our contacts, search of our database, and use of other appropriate sources. Our research staff then contacts potential candidates to determine their suitability and interest.

It’s important to note that our small size means we can source candidates with a free hand, unconstrained by client blockages, to deliver the best candidates for every job.

Interviewing & Assessment
The principal interviews qualified and interested candidates by phone, and interviews the best candidates in person. After face-to-face interviews, we present the best candidates as finalists, along with insightful and objective assessment of their strengths and weaknesses in relation to your needs.

Referencing
We take referencing seriously. We conduct detailed reference checks focused on supervisors, peers and subordinates who have had a meaningful relationship with the candidate. We keep talking to people until we have built a consistent and detailed story of the candidate. The resulting reference report provides the hiring manager with important information on how best to manage the new hire.

The Offer
We often play an important role in negotiations. The negotiating process may involve a series of sensitive issues including compensation, relocation and details of the assignment.

After the Hire
We follow up with both client and candidate during the year after completion of the assignment to make sure both parties are satisfied.

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“What sets Mike apart is his ability to find talent that not only meets a job requirement but that fits with the company’s culture and business goals. He has the ability to identify the needs that are not always on paper.”

Jeff Barrett
President & CEO, GI Supply