We employ a structured, phased approach to search planning and execution, with specific objectives for each phase. PHASE 1 Client Requirements -We will conduct an in-depth consultation to gain a thorough understanding of your organization, culture and expectiations to determine and define your requirements of the successful candidate. We will meet with as many client executives as practial to gain a thorough understanding. Recruitment Profile and Research - We will develop a list of taret organizations and a well-planned strategy for identifying qualified candidates in the quickest possible manner. We will identify the best possible prospects wherever they may be employed and whether or not they are seeking a job change. Candidate Search - We will meet with you to discuss a matrix of prospective candidates to determine the first group of individuals to be interviewed. This is also an excellent opportunity for a preliminary comparison of the merits of internal candidates, compared to external prospects. PHASE 2 Sourcing - We will use every means at our disposal to establish contact with the highest potential candidates. This will include direct contact by telephone, email and by mail with identified prospects and referral sources. High potential prospects and source individuals previously known to Sterling will be contacted immediately, at the outset of the search. Sourcing continues until the search is complete. Evaluation and Presentation - After screening numerous candidates by telephone, we will personally interview the most promising, wherever they may be located. If travel is required, interviews will be grouped to the extent possible to save time and expense. At client’s request, we will also conduct and in -depth assessment of internal candidates relative to the recruitment profile. PHASE 3 Client Interviews – Client interviews will be arranged after we have thoroughly evaluated the candidate's backgound qualifications and fit with your organization and developed the candidate's interest in the position. Client interviews will continue to be scheduled with additional candidates, as necessary, until the search is complete. Reference Checking and Profiling – We will conduct thorough reference checks with superiors, peers and subordinates before any offer is extended to the final candidate. Statements made by the candidate regarding credentials, including educational background, will be verified. Focused inquiries will be made into specific points at issue relative to client needs. Detailed skills and personality data will also be provided to the client through Sterling’s Custom Profile Test Application. PHASE 4 Hire the Candidate - We will assist with structuring and presenting the offer to the final candidate. It is essential for the client and consultant to discuss the candidate’s expectations and/or any important unresolved issues prior to presentation of an offer. Search Closeout – At the conclusion of the search we will ensure that all individuals who participated in the search, including candidates, sources and references, are informed of the outcome in a professional, courteous manner. This often neglected step has a strong positive effect on our client’s image and potential for good will. Follow- Up - We will stay in touch with the client and the successful candidate after the search is complete to assure a smooth and effective transition. Review – We will meet with the client and the selected candidate to discuss any transition issues which require attention. Guarantee - The Sterling Guarantee means that if the candidate should leave for any reason within the first 90 days, Sterling will provide replacement services at no charge.