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 GMR dedicates itself as a value-added extension of its client's
management team through the aggressive discovery and pursuit of only
the most talented resources. This can only happen by investing
the time to learn as much as possible about each client's business,
culture and long term objectives.
Once requirements are thoroughly defined, GMR search consultants
prepare a research plan entailing a multi-threaded sourcing
strategy. Guided throughout the full search life cycle by GMR's Diligence™ methodology,
GMR consultants rigorously screen and qualify prospects on multiple
levels for talent, experience, longevity, motivation and
character.
Building an outstanding management team or finding the right person to
lead a Fortune 500 company doesn't happen by accident. The
Diligence™ recruiting methodology ensures that every GMR recruiter
follows a rigorous process that enables clients to build organizations
with best-of-breed talent.
GMR believes that as a professional services firm, it is our responsibility to exert our leadership and judgment, and provide
the client with only specifically targeted, pre-interviewed,
pre-screened, pre-qualified and pre-sold candidates. The burden
of qualifying candidates, screening and determining the highest
probability of a match falls upon GMR, not the client. The
Diligence™ process gives hiring managers and human
resource
professionals a high level of confidence that the candidates they meet
will have the highest probability of long-term career success; thereby
reducing the cost-to-hire and maximizing employee retention.
The Diligence™ process begins with face-to-face client meetings to
develop detailed requirements based on the strategic and tactical needs
of the organization and the business. GMR invests time upfront to
learn about a client's business issues, understand the culture and
document the client's needs. In consulting, success hinges upon
gathering detailed client requirements. The same is true in
recruiting. Accurate job requirements maximize the productivity
of GMR's recruiters by focusing their sourcing efforts on candidates
who have the highest probability of a match, and the productivity of
the client by presenting only a select few of the most qualified
candidates.
Diligence™ guides GMR with a target-specific, multi-threaded sourcing
process to identify and assess those most coveted, passive candidates
who have the greatest likelihood to possess the specific skills,
industry experience and talent most valued by each client's hiring
authorities. Diligence™ further directs GMR to rigorously measure
candidates in exhaustive, multi-hour, face-to-face interviews.
GMR assesses each candidate with situational questions, in-depth career
tracking and unbiased third party references, in addition to evaluating
experience, management style, and human character - qualities that
cannot be assessed with todays overly automated, Internet-centric,
sourcing tactics. Interviewers rate candidates on GMR's Diligence
Scorecard™, which allows them to apply subjective judgment on each
candidate within an objective framework. Comparative scores on
multiple candidates then are plotted graphically on GMR's Diligence
Quadrant™. Candidates are appraised for both their capability and
their likely longevity as an employee. These tools enable
interviewers to constructively challenge their emotional instincts and
focus on the documented requirements. Diligence Scorecard™ and
Diligence Quadrant™ serve the same purpose for the client's interview
team, as well.
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