FAQ Categories: Employer
Why wouldn’t I use contingent search and engage multiple firms to work on my position? That way, I’ll have a lot more recruiters working on my behalf.
We only recommend engaging multiple firms if you have an extremely challenging position to fill, such as a position that’s located in an undesirable location or if the required skills are very rare. Just because you engage multiple firms, let’s say three firms for example, does not guarantee you’ll receive three times the amount of candidates or three times the level of service. Why? Recruiting firms know or will find out when a search is called out to multiple firms, and they know their odds of filling the position are lowered significantly versus an exclusive search. If the firm has [...]
What kind of services do you offer?
We work to serve as your long term, trusted advisor and strategic business partner, working to provide you with the most accomplished supply chain talent in the marketplace – the right talent, at the right place, at the right cost. Our broad portfolio of customizable supply chain recruiting services includes Retained Executive Search, Contingency Search and Contract Staffing.
What process do you use for vetting and qualifying candidates?
After conducting an in-depth intake (kickoff) call with your hiring team and developing a robust search profile for your job opening, our recruiters develop a personalized phone interview assessment form using the core criteria you provided to us during the intake call. This criteria includes functional, technical, leadership and other criteria that you deem are critical for success. Each candidate is vetted thoroughly, and only the individuals that meet or exceed your requirements are presented to you. We will furnish you with copies of resumes as well as the completed phone interview assessment results for each candidate, so you’ll have [...]
Where do you find supply chain talent?
We develop a unique candidate sourcing strategy for every search assignment that utilizes an omni-channel approach, allowing us to quickly identify and engage with a large group of potential candidates across a broad array of candidate sourcing channels. Sourcing channels include our extensive resume database that we’ve been building for many years, LinkedIn and other social networks, relationships we’ve built in the supply chain sector over the last 15+ years, paid contact databases, memberships with top supply chain associations such as ASCM (formerly APICS), and many more.
Do you advertise your job openings on paid job boards?
It’s rare that we advertise our job vacancies on paid job boards. For the vast majority of our searches, we rely on direct sourcing techniques using a wide array of candidate sourcing channels such as our resume database, for example.
How long will it take before we begin to see candidates?
Every search assignment is different and there are many factors that can impact the time to fill metric such as job location, compensation package, skill set demand, labor market competitiveness, company reputation, etc. With that said, for non-executive searches we strive to generate a slate of qualified candidates within two weeks of kicking off the search assignment. For executive-level searches such as Director-level up to C-level, it typically takes longer.
How many candidates should we expect to see on the final candidate slate?
While every search is unique, we strive to narrow down the candidate pool to a final slate of 3 – 5 highly qualified candidates.
Do you check references on the candidates you present?
Yes, we will check candidate references and there is no additional cost for this service.
Do you offer a candidate guarantee on your placements?
Yes, we offer a candidate replacement guarantee for all search assignments where we would replace any candidate that doesn’t work out to your satisfaction within the agreed-upon timeframe. There would be no additional cost for replacing a candidate and the candidate guarantee period is 120 days for most searches, with longer candidate periods for retained or executive searches. Contact us if you’d like to learn more about our candidate guarantee program.
How long have you been in the supply chain recruiting and executive search business?
President and Founder Rodney Apple began working in supply chain recruiting and executive search back in 1998 so he’s been in the business for the vast majority of his 20+ year career. Rodney served as a supply chain recruiting consultant on the corporate side for over 10 years, leading supply chain recruitment for The Home Depot, The Coca-Cola Company, Kimberly-Clark and Cummins during this timeframe. He founded SCM Talent Group in 2004.